Talent acquisition · Candidate experience + controls + insight

Workday Recruiting from workforce demand to quality hire

Configure connected recruiting journeys, support recruiters and hiring managers, protect candidate data and validate fair, auditable hiring decisions.

A beginner-friendly, scenario-led program for recruiters, HR professionals, HCM consultants, business analysts and testers moving into Workday Recruiting.

Explore curriculum →
Job requisitionsCareer sitesCandidatesInterviewsOffersResponsible AI
Direct answer

Build capability from business question to operating evidence.

Configure finance foundations, trace transactions into accounting, protect business data and support an auditable close with reliable reports and controls. The program connects platform knowledge to requirements, configuration or design, validation, governance and workplace communication.

01

Discover

Clarify outcomes, users, process, data and risk.

02

Design

Select structures, controls and platform patterns.

03

Validate

Test behaviour, access, data and business evidence.

04

Operate

Support adoption, monitoring and improvement.

Graduate capabilities

Leave with skills you can show and defend.

01

Design hiring journeys

Translate workforce demand into requisitions, candidate stages, interview plans, offers and hire handoffs.

02

Configure recruiting

Apply job, organisation, staffing and business-process foundations to repeatable recruiting operations.

03

Protect candidate trust

Validate security, privacy, consent, accessibility and responsible human oversight across hiring.

04

Improve outcomes

Use funnel measures, test evidence and operational controls to improve recruiting performance.

Curriculum

Twelve connected modules. One workplace story.

Every module produces reviewable evidence that feeds the final capstone and portfolio case.

01Talent acquisition and Workday foundationsRecruiting lifecycle · roles · business objects

Map recruiting scope, personas, business objects, tenant boundaries and connections with HCM.

Lab evidence · Talent acquisition capability map
02Job architecture and hiring foundationsJobs · positions · organisations · staffing

Connect jobs, positions, organisations, locations and staffing models to recruiting demand.

Lab evidence · Hiring-foundation dependency map
03Job requisition designRequisition data · approvals · controls

Design requisitions, questionnaires, approvals, evergreen considerations and intake controls.

Lab evidence · Approved requisition design
04Career sites and candidate experienceExternal careers · profiles · accessibility

Shape career sites, candidate accounts, applications, communications and accessible journeys.

Lab evidence · Candidate journey map
05Candidate pipeline and dispositionStages · statuses · duplicate handling

Manage candidates through review, disposition and re-engagement with clear reasons and auditability.

Lab evidence · Pipeline configuration matrix
06Sourcing and candidate engagementCampaigns · talent pools · referrals

Design sourcing, referrals, agencies, talent communities and consent-aware engagement.

Lab evidence · Sourcing plan and scorecard
07Screening, interviews and collaborationQuestionnaires · teams · feedback

Configure screening, scheduling, interview teams, scorecards and consistent feedback.

Lab evidence · Interview plan and feedback controls
08Offers, pre-hire and hire handoffApprovals · documents · onboarding

Design offer, document, pre-hire and hire handoffs including exceptions and rescinds.

Lab evidence · Offer-to-hire test evidence
09Business processes and securityRouting · domains · segregation of duties

Configure conditions, approvals, notifications, roles, domain access and segregation of duties.

Lab evidence · Security and process matrix
10Recruiting analyticsFunnel · source quality · time metrics

Build reports for requisitions, stages, source effectiveness, time-to-fill and service levels.

Lab evidence · Recruiting dashboard specification
11AI-assisted recruiting and responsible useSkills matching · HiredScore · oversight

Evaluate AI matching, sourcing and screening with privacy, bias, explainability and human ownership.

Lab evidence · Responsible AI control register
12Testing, deployment and operationsUAT · releases · support

Create end-to-end tests, migration evidence, release readiness and support playbooks.

Lab evidence · UAT and operating playbook
Applied capstone

Build and defend GlobalTech Talent Acquisition Launch.

Flagship project

GlobalTech Talent Acquisition Launch

Design and validate an India and US recruiting model from approved requisition through candidate experience, interview, offer and hire handoff.

  • Requirements and business outcome
  • Platform design and decision log
  • Security and governance evidence
  • Test and quality results
  • Release, adoption and support plan
01 · DISCOVER

Frame

Users, process, data and constraints.

02 · DESIGN

Build

Structures, logic and controls.

03 · VALIDATE

Prove

Scenarios, access and quality.

04 · REVIEW

Defend

Trade-offs and readiness.

Assessment

Completion is based on observable evidence.

Design quality

The solution fits the business scenario, platform boundaries and operating model.

Control and trust

Access, approvals, privacy and exception handling are explicit and tested.

Evidence quality

Outputs reconcile to expectations and defects or uncertainty are explained.

Consulting communication

Decisions, trade-offs and recommendations are clear to business and technical reviewers.

The Digital Edify completion certificate is an institute credential. It is not a Workday-issued certification, university degree or government qualification.

Career pathways

Prepare for a connected role family.

Workday Recruiting AnalystJunior Recruiting ConsultantTalent Acquisition Systems AnalystWorkday Recruiting TesterHRIS Recruiting AnalystWorkday Support Analyst

Titles and requirements vary by employer. Completion does not guarantee certification eligibility, employment, interviews, placement, title or salary.

Curriculum currency

Reviewed against official Workday product direction.

The curriculum was reviewed on 1 September 2026. Product availability, names and functionality depend on customer licensing, geography, tenant configuration and release status. Announced future capabilities are not treated as guaranteed generally available functionality.

Talent Acquisition ↗HiredScore AI for Recruiting ↗AI in Recruiting ↗Recruiting Privacy ↗
FAQ

Straight answers before you enrol.

Do I need prior Workday experience?

No. The program begins with foundations and progresses into applied platform work. Relevant domain experience is useful but not mandatory.

Will I receive tenant access?

Hands-on work requires an authorised training environment. The exact environment, enabled functionality, roles and availability are confirmed during enrolment.

Does this guarantee an official Workday certification?

No. Official certification access and eligibility are controlled by Workday and participating ecosystem organisations. Digital Edify does not promise a certification attempt.

Will I build a portfolio?

Yes. Each module contributes evidence to a complete capstone case covering requirements, design, controls, validation and operating readiness.

Does career support guarantee a job?

No. Career support may include portfolio, resume and interview preparation, but employment or placement outcomes cannot be guaranteed.

Build credible Workday capability

Connect platform skills to business outcomes.

Speak with an advisor about your background, hands-on environment and current classroom or live-online options.