How to Attract, Hire, and Retain Top Workday Accounting Talent

By /
How to Attract, Hire, and Retain Top Workday Accounting Talent
Hiring top Workday Accounting talent can feel like searching for a needle in a haystack. Even if you have a clear vision of your ideal candidate: skilled, experienced, and a perfect cultural fit, how do you find them?
The demand for Workday Accounting professionals continues to rise due to their specialized skills in financial management on the Workday platform. Financial administration, compliance, and data analysis are key skill sets for these professionals. But when you are looking to hire Workday Accounting talent, you also want to find individuals who can seamlessly integrate into your team and culture.
Many organizations face challenges in filling these roles due to a combination of factors, including a limited pool of qualified candidates and increasing competition for top talent. This has made developing effective recruitment strategies critical for finding and hiring Workday Accounting talent​.
The formula for finding and hiring Workday Accounting talent lies the effort organizations make in the following areas:
  • Employer Branding
  • Recruitment Strategies
  • Job Descriptions
  • Social Media
  • Inclusive Interview Process
  • Career Development
  • Onboarding and Retention
Organizations that focus on these seven areas will find that they are able to find, hire, and retain Workday Accounting Talent with less spend and effort than their competitors who did not. And the foundation for this effort is a strong and compelling employer brand.

Key Sections

Categories

Compelling Employer Branding

What is an Employer Brand?

An employer brand is an organization’s reputation and image as an employer and the perception that current and potential employees have about working said organization.

The Impact of a Strong Employer Brand

A strong employer brand can have numerous benefits:
  • Attracts top talent: In a world where skilled professionals have many options, a positive employer brand can be the deciding factor for candidates
  • Reduces hiring costs: Companies with strong employer brands often spend less on recruitment, as they receive more unsolicited applications
  • Improves employee retention: When employees feel proud to work for your company, they’re more likely to stay long-term
  • Enhances company culture: A well-defined employer brand helps reinforce your company’s values and culture
  • Boosts business performance: Research shows that companies with strong employer brands often outperform their competitors financially

Building Your Employer Brand

Developing a strong employer brand requires consistent effort. It involves creating a positive work environment, offering competitive benefits, and effectively communicating your company’s values and mission.
In an era where company reviews are just a click away on platforms like Glassdoor, your employer brand is more visible than ever. Investing in it isn’t just good for HR—it’s essential for your company’s overall success.
Remember, your employees are your best brand ambassadors. By focusing on creating a workplace they love, you’re not just building an employer brand—you’re building a stronger, more resilient company.

Showcasing Company Culture and Values Effectively

One way to demonstrate your employer brand when you are looking to hire Workday Accounting talent is by promoting the values or attributes that form your organization’s unique culture. You can do this by:
  • Talk about the success of employees
  • Share the organizations involvement in the community
  • Highlight its commitment to diversity and inclusion
  • Develop and advertise work-life balance and employee well-being programs
Emphasizing what makes your organization, the team and your culture different can significantly boost your attractiveness to potential hires.

Effective Recruitment Strategies for Workday Accounting Talent

Using Online Job Boards and Company Networks

Online job boards are still one of the most powerful tools when looking to hire Workday Accounting talent. Platforms like LinkedIn, Indeed, and specialized accounting job sites can help you cast a wide net. When posting job listings:
  • Be specific about Workday Accounting experience requirements
  • Highlight unique aspects of your company culture
  • Utilize keywords that Workday Accounting talent are likely to search for
Don’t forget to leverage your company’s own networks. Post openings on your website’s career page and share them across your social media channels. This can help attract candidates who are already familiar with and interested in your organization.

Making Use of Employee Referrals when Hiring for Workday Accounting Talent

Employee referrals can be a goldmine for finding qualified Workday Accounting professionals. Your current employees, especially those in accounting or finance roles, likely have connections in the industry. To encourage referrals, Workday Accounting hiring leaders should:
  • Implement a referral bonus program
  • Regularly remind employees about open positions
  • Make the referral process simple and straightforward
  • Promote successful referrals and the payment of bonuses to encourage other team members
Referred candidates often have a better understanding of your company culture and are more likely to be a good fit, potentially leading to higher retention rates.

Networking at Industry Events and Conferences

When looking to hire Workday Accounting talent it is critical for your organization to be where the candidates are. Therefore, attending industry events and conferences are a great way to promote your employer brand and find new candidates from a broader geography. Additionally, industry events and conferences provide excellent opportunities to connect with a wide variety of professionals whose roles are adjacent to Workday Accounting which could help you fill other roles in the future. Consider attending:
Workday-specific conferences and user groups like:
  • Workday Rising
  • Workday DevCon
  • Workday Adaptive Planning FP&A Summit
  • Promote successful referrals and the payment of bonuses to encourage other team members
Accounting and finance industry events
  • AICPA & CIMA ENGAGE
  • AICPA Conferences
  • American Accounting Association Mid-Atlantic Region Meeting
  • Local business networking events
At these events, you can:
  • Showcase your organization as an employer of choice
  • Learn about industry trends and challenges
  • Build relationships with potential candidates
Remember to follow up with connections made at these events, even if you don’t have immediate openings. Building a talent pipeline can pay off when positions become available.
By combining these strategies, you can significantly improve your chances of attracting top Workday accounting talent to your organization.

Engaging Job Descriptions

To ensure you can hire Workday Accounting talent in a highly competitive market, hiring leaders need to craft engaging job descriptions. Here’s how to make your job postings stand out and appeal to the best candidates in the field.

Crafting Job Postings that Will Attract the Best Talent

To create a job posting that resonates with skilled Workday accounting professionals:
  • Be specific about Workday expertise: Clearly outline the required Workday modules and functionalities, such as Workday Financial Management, Workday HCM, or Workday Adaptive Planning
  • Highlight growth opportunities: Workday professionals often seek roles that allow them to expand their skills. Mention opportunities for certifications, training, or working on new Workday implementations
  • Use clear, concise language: Avoid jargon and focus on communicating the role’s responsibilities and requirements effectively
  • Use clear, concise language: Avoid jargon and focus on communicating the role’s responsibilities and requirements effectively
  • Include salary range and benefits: Transparency about compensation can significantly increase application rates and attract candidates who align with your offerings
  • Showcase your company culture: Describe your work environment, team dynamics, and any unique perks that make your organization an attractive place to work

Emphasizing What Makes This Role Unique Within The Organization

To differentiate your Workday accounting position:
  • Highlight strategic importance: Explain how this role contributes to the organization’s overall goals and financial strategy
  • Emphasize cross-functional collaboration: Workday roles often involve working with various departments. Highlight opportunities to interact with IT, HR, and other finance teams
  • Mention innovative projects: If your organization is planning any Workday upgrades, new module implementations, or process improvements, include these as exciting aspects of the role
  • Describe leadership opportunities: If the position involves mentoring junior staff or leading Workday initiatives, make this clear in the job description
  • Showcase technology stack: Mention any other cutting-edge financial technologies or tools the candidate will work with alongside Workday
By focusing on these elements when you are looking to hire Workday Accounting talent, you can create a job description that not only attracts qualified candidates but also excites them about the unique opportunities your organization offers.

How Social Media Can Be Used for Recruitment Purposes

How Social Media Can Be Used for Recruitment Purposes
In today’s digital age, social media has become an indispensable tool for promoting employer brands and recruiting top talent, especially in specialized fields like Workday Accounting. Below are some approaches that can help hiring leaders effectively use social media platforms for employer branding and engaging with potential candidates as they seek to hire Workday Accounting talent.

Social Media Platforms for Employer Branding and Recruitment

LinkedIn: The go-to platform for professional networking, LinkedIn is ideal for reaching Workday accounting professional
  • Share job postings and company updates
  • Highlight employee success stories and Workday project achievements
  • Join Workday-specific groups to increase visibility
X (formerly Twitter): Use this platform for quick updates and engagement
  • Share bite-sized insights about your company culture
  • Live tweet from Workday conferences or industry events
  • Use relevant hashtags like #WorkdayJobs or #AccountingCareers
Facebook: Leverage Facebook’s large user base and targeting options
  • Share bite-sized insights about your company culture
  • Live tweet from Workday conferences or industry events
  • Use relevant hashtags like #WorkdayJobs or #AccountingCareers
Instagram: Showcase your company culture visually
  • Post photos and videos of team events and office life
  • Use Instagram Stories to give a day-in-the-life glimpse of Workday roles
  • Highlight employee testimonials through IGTV

Social Media Platforms for Employer Branding and Recruitment

Engaging With Potential Candidates Through Social Media Channels
  • Respond promptly: When potential candidates comment or message, ensure timely and personalized responses.
  • Host live Q&A sessions: Use features like LinkedIn Live or Facebook Live to answer questions about Workday roles in your organization.
  • Share valuable content: Post articles, whitepapers, or webinars about Workday trends and best practices to position your company as a thought leader.
  • Encourage employee advocacy: Motivate your current Workday team to share their experiences and job openings on their personal profiles.
  • Utilize targeted ads: Leverage the advanced targeting options on platforms like LinkedIn and Facebook to reach Workday professionals with specific skills or experience.
  • Participate in online discussions: Engage in Workday-related conversations on forums, LinkedIn groups, or Twitter chats to build relationships with potential candidates.
  • Showcase your tech stack: Highlight the innovative technologies your Workday team works with to attract tech-savvy accounting professionals.
Hiring leaders must remember that, in social media, effectiveness equates to consistency. So, maintain an active and engaging presence across an organization’s chosen platforms to build long-term relationships with potential Workday accounting talent.

Conducting an Inclusive Interview Process

Structuring Interviews To Assess Technical and Soft Skills

When looking to hire Workday Accounting Talent, an inclusive interview should include:
Technical Skills Assessments
  • Create a Workday-specific skills test: Design scenarios that mimic real-world challenges in your organization’s Workday environment
  • Conduct hands-on demonstrations: Ask candidates to perform specific tasks in a Workday sandbox environment
  • Technical Q&A: Prepare a list of questions covering various Workday modules and functionalities relevant to the role
Soft Skills Evaluations
  • Behavioral interviews: Use the STAR method (Situation, Task, Action, Result) to assess how candidates have handled past situations
  • Role-playing exercises: Simulate client interactions or team collaborations to evaluate communication and problem-solving skills
  • Adaptability assessment: Ask about experiences with system upgrades or process changes to gauge flexibility
Cultural Fit Examinations
  • Values-based questions: Align interview questions with your company’s core values
  • Team interaction: Arrange a brief meet-and-greet with potential team members to assess cultural fit
Future Potential Evaluations
  • Career aspirations: Discuss the candidate’s long-term goals and how they align with the role and company
  • Learning agility: Inquire about their approach to staying updated with Workday’s frequent updates and new features

Involve Key Stakeholders in the Interview Process for Workday Accounting Roles

Involving stakeholders is very important when it comes to interviewing candidates. This ensures that they fit well into the organization’s culture and are also technically qualified. The hiring process should involve the following stakeholders:
Finance Leadership
  • CFO or Finance Director: To assess strategic thinking and alignment with financial goals
  • Controller: To evaluate technical accounting knowledge and financial reporting skills
IT Department
  • IT Director or Workday Administrator: To gauge technical proficiency and system integration knowledge
HR Representatives
  • HR Business Partner: To evaluate cultural fit and soft skills
  • Talent Acquisition Specialist: To provide insights on market trends and candidate comparisons
Cross-functional Team Members
  • Workday Users (e.g., Payroll, Procurement): To assess collaboration skills and cross-functional knowledge
Peer-level Colleagues
  • Accountants or Analysts: To evaluate technical skills and team fit
A sample multi-stage process to successfully hire Workday Accounting talent should ultimately require only four stages:
  • Initial screening: HR or Talent Acquisition conducts a preliminary interview
  • Technical assessment: IT and finance teams evaluate Workday-specific skills
  • Soft skills and cultural fit: HR and team members assess interpersonal abilities
  • Final interview: Senior leadership makes the final evaluation
Structuring your interviews to comprehensively assess both technical and soft skills, and involving a diverse group of stakeholders, will ensure a thorough evaluation of each candidate. This inclusive approach not only helps to hire Workday Accounting talent but also promotes buy-in from various departments, setting the stage for successful onboarding and integration into your organization.

Showcasing Career Development Opportunities

Offering attractive compensation packages and compelling career development opportunities is crucial if you want to hire Workday Accounting talent. Below are some ways to stand out from the competition:

Highlighting Growth Opportunities Within the Organization

Clear Career Progression Paths
  • Outline potential career trajectories, from entry-level Workday accountant to senior roles like Workday Finance Manager or Director of Financial Systems
  • Provide examples of employees who have advanced within the organization
Continuous Learning and Development
  • Emphasize your commitment to ongoing Workday training and certification programs
  • Highlight opportunities to work on diverse projects across different Workday modules
Cross-functional Exposure
  • Showcase how Workday roles interact with other departments, providing a holistic view of the business
  • Mention opportunities to lead cross-functional projects or initiatives.
Mentorship Programs
  • Describe any formal or informal mentorship programs that pair junior staff with experienced Workday professionals
Innovation Initiatives
  • Highlight opportunities to contribute to process improvements or new Workday implementations
  • Mention any innovation labs or incubator programs within the finance department
Leadership Development
  • Outline programs designed to cultivate leadership skills among Workday accounting professionals
  • Discuss opportunities to present to senior management or lead team projects

Offering Competitive Pay and Benefits Packages

Comprehensive Health Benefits
  • Detail your health, dental, and vision insurance offerings
  • Mention any unique health perks like on-site fitness centers or wellness programs
Retirement Planning
  • Describe your 401(k) or pension plans, including any company matching programs
  • Offer financial planning services as part of the benefits package.
Work-Life Balance
  • Highlight flexible working arrangements, such as remote work options or flexible hours
  • Mention paid time off policies, including vacation days, personal days, and sick leave
Professional Development Allowance:
  • Offer a dedicated budget for Workday certifications, conferences, or relevant courses
  • Provide subscriptions to professional publications or memberships to accounting associations
Unique Perks
  • Showcase any standout benefits like student loan repayment assistance, sabbatical programs, or company-sponsored volunteer opportunities
Equity or Stock Options
  • If applicable, highlight opportunities for employees to become shareholders through stock options or equity grants
Performance Recognition
  • Describe programs that reward exceptional performance, such as spot bonuses or annual awards

Onboarding and Retaining Top Workday Accounting Talent

Onboarding and Retaining Top Workday Accounting Talent
Whether you are looking to hire Workday Accounting talent or any other skilled professional for your organization, effective onboarding and retention strategies are vital for long-term retention.

Building an Effective Onboarding Program for New Hires

A robust onboarding program is essential if you want to hire Workday Accounting talent effectively. A complete onboarding process, like the one outlined below, ensures new hires understand their new roles, as well as have all the necessary resources at their disposal.
Pre-boarding Preparation
  • Send a welcome email with first-week schedules and necessary paperwork before the start date
  • Ensure workstations, access credentials, and equipment are ready
Structured Orientation
  • Design a comprehensive orientation program introducing company culture, vision, and values
  • Provide an overview of the accounting department’s roles, processes, and key stakeholders
Workday-Specific Training
  • Offer in-depth training on your organization’s Workday modules and configurations
  • Assign a Workday mentor to guide new hires through system nuances and best practices
Integration into the Team
  • Facilitate introductions to team members and key stakeholder
  • Organize team-building activities to foster relationships and collaboration
Gradual Responsibility Allocation
  • Assign meaningful tasks early on to engage new hires
  • Gradually increase responsibilities as they become more comfortable with the role and systems
Regular Check-ins and Feedback
  • Conduct weekly check-ins during the first month, then monthly for the first quarter
  • Provide constructive feedback and address any concerns promptly

Implementing Strategies To Retain Top Talent in the Organization

When shifting from attraction to retention, a supportive environment that enhances grow and development becomes the focus. Below are several methods for retaining your top Workday Accounting talent.
Career Development Opportunities
  • Offer clear career progression paths within the Workday accounting team
  • Provide ongoing training and certification opportunities for Workday skills enhancement
Competitive Compensation and Benefits
  • Ensure salary packages align with or exceed industry standards for Workday professionals
  • Offer comprehensive benefits, including health insurance, retirement plans, and work-life balance perks
Recognition and Appreciation
  • Implement employee recognition programs to acknowledge achievements and milestones
  • Celebrate successes in Workday implementations, process improvements, or innovative solutions
Continuous Learning Culture
  • Encourage participation in Workday conferences and user groups
  • Foster a culture of knowledge sharing and continuous improvement within the team
Work-Life Balance
  • Offer flexible working arrangements, including remote work options
  • Respect personal time and encourage a healthy work-life balance
Regular Performance Reviews and Feedback
  • Conduct bi-annual or quarterly performance reviews
  • Provide constructive feedback and set clear goals aligned with career aspirations
Employee Engagement Initiatives
  • Use tools like Workday Peakon Employee Voice to gather and act on employee feedback
  • Implement initiatives based on employee suggestions to improve workplace satisfaction
Leadership Development
  • Identify and nurture leadership potential within the Workday accounting team
  • Offer mentorship programs and leadership training opportunities
By implementing these onboarding and retention strategies, organizations can create a supportive environment that attracts, develops, and retains top Workday accounting talent. Remember, the key to success lies in consistently applying these practices and adapting them to meet the evolving needs of your workforce and organization.

To Hire Workday Accounting Talent, Find a Workday Accounting Staffing Partner

Trying to hire Workday Accounting talent can be a challenge, but hiring leaders don’t have to face this daunting task alone. By partnering with a Workday Accounting staffing and workforce solutions provider like VALiNTRY, organizations can access a network of skilled Workday Accounting professionals to quickly obtain the expertise they require.

VALiNTRY specializes in placing highly sought-after Finance and Accounting talent, including accountants, financial analysts, chief financial officers, and Workday Accounting specialists.

Contact us to learn how collaborating with a Workday Accounting staffing and workforce solutions partner can help you access the Workday Accounting talent your organization needs today.
Scroll to Top

Get A Free Consultation And Estimate

Skip to content