Workday interview questions: Top 60 Workday Interview Questions and Answers in *2022

Опубликовано: January 18, 2023 в 8:47 pm

Автор: alexxlab

Категории: Miscellaneous

17 Workday Consultant Interview Questions and Answers

Workday is a cloud-based software application used by businesses for human capital management and financial management. As a Workday consultant, you will help clients with the technical aspects of Workday, including configuration, testing, and troubleshooting.

Workday consultants need to have strong technical skills and be able to communicate clearly with clients. If you’re interviewing for a Workday consultant job, you can expect to be asked questions about your technical skills, problem-solving abilities, and experience with Workday.

To help you prepare for your interview, we’ve compiled a list of sample Workday consultant interview questions and answers.

Common Workday Consultant Interview Questions

Are you familiar with the Workday application?
What are some of the features of Workday that you are familiar with?
How would you help a client who is struggling to implement a new HR system?
What is your process for gathering information about a client’s current HR system and business needs?
Provide an example of a time when you had to help a client make a difficult decision about their employees.
If a client asked you a question about the application that you didn’t know the answer to, how would you find the information they needed?
What would you do if you noticed a discrepancy in payroll data while performing an audit?
How well do you write and communicate? Provide an example of a written document you created for a previous employer.
Do you have experience working with large data sets?
When performing an HR audit, what is your process for reviewing and verifying employee information?
We want to make sure our employees are happy with our HR system. How would you go about conducting an employee satisfaction survey?
Describe your experience working with other consultants and teams to complete projects.
What makes you the best candidate for this job?
Which HR software systems have you used in the past?
What do you think is the most important skill for a successful Workday consultant?
How often do you perform audits for your current or previous employer?
There is a bug in the system that you cannot fix. What would you do?

Are you familiar with the Workday application?

The interviewer may ask this question to determine your level of experience with Workday. If you have not worked with the application before, consider describing a time when you learned a new software program quickly and effectively.

Example: “I am familiar with Workday because I used it at my previous job. However, I had never used the system before starting there. After two weeks on the job, however, I was able to use all of its features efficiently. I attribute that to my ability to learn new systems quickly. In fact, I can usually figure out how to navigate any new software within one week.”

What are some of the features of Workday that you are familiar with?

This question is a great way for the interviewer to gauge your knowledge of Workday and how you use its features. When answering this question, it can be helpful to list out some of the most important features that you have used in previous positions or discuss what makes them beneficial.

Example: “I am familiar with all of the main features of Workday, including the Time Off Manager, Budgeting and Forecasting module, HRIS system and Financials module. I find these features extremely useful because they allow me to complete my work more efficiently and effectively. For example, when working on projects related to budgeting and forecasting, I can use the financials feature to access company data and create reports based on specific criteria.”

How would you help a client who is struggling to implement a new HR system?

This question can help the interviewer assess your problem-solving skills and ability to work with clients. Your answer should include a specific example of how you helped a client implement a new HR system, including what steps you took to ensure they were successful.

Example: “I recently worked with a small business that was looking for an affordable HR solution. They had been using spreadsheets to track their employees’ time sheets, which made it difficult to manage payroll and other HR functions. I recommended Workday as a more efficient option because it could automate many of the company’s HR processes. The company implemented Workday successfully, saving them money on payroll expenses. ”

What is your process for gathering information about a client’s current HR system and business needs?

The interviewer may ask you this question to understand how you approach a new project and the steps you take to complete it. Your answer should include details about your research methods, communication skills and attention to detail.

Example: “I begin by meeting with the client’s HR team to learn more about their current system and business needs. I also review any documentation they have on their previous systems and processes. After these initial meetings, I create an outline of what I need to know from the client and develop questions that will help me gather all the information I need to make recommendations for a new system.”

Provide an example of a time when you had to help a client make a difficult decision about their employees.

This question can help the interviewer understand how you use your problem-solving skills to help clients make important decisions. Use examples from previous work experiences where you helped a client solve a challenging issue and discuss the steps you took to help them come up with solutions.

Example: “In my last role, I had a client who was having trouble deciding whether or not they should hire more employees for their company. They were already experiencing some challenges in managing their current staff, so they weren’t sure if hiring new employees would be beneficial. I first asked them what their goals were for the company and what they hoped to achieve by adding more employees. After that, we discussed different strategies they could implement to manage their existing staff better.”

If a client asked you a question about the application that you didn’t know the answer to, how would you find the information they needed?

This question is an opportunity to show your problem-solving skills and ability to learn new things. Your answer should include a specific example of how you would find the information needed for the client’s question.

Example: “If I didn’t know the answer to a question, I would first try to find the answer myself by searching through the application or asking my colleagues who have more experience with Workday. If I still couldn’t find the answer, I would ask my client if they could provide me with additional details about their business so that I can search for answers in other resources like industry forums or websites.”

What would you do if you noticed a discrepancy in payroll data while performing an audit?

The interviewer may ask you a question like this to assess your problem-solving skills and ability to notice details. Use your answer to show the interviewer that you can use critical thinking skills to solve problems, communicate with others and make decisions.

Example: “If I noticed a discrepancy in payroll data during an audit, I would first try to understand why there was a difference between two sets of data. If it’s because of human error, I would work with my team members to correct the issue. However, if it’s due to a technical glitch or system error, I would report the issue to my manager so they could inform their superiors. They would then decide how to proceed.”

How well do you write and communicate? Provide an example of a written document you created for a previous employer.

The interviewer may ask this question to assess your writing and communication skills. Use your answer to show that you can write clearly, concisely and grammatically correct documents. You can also use this opportunity to discuss a time when you had to communicate important information to a large group of people.

Example: “I have always been good at communicating with others in both written and verbal forms. In my previous role as a workday consultant, I was responsible for creating training manuals for new employees. I wrote the manual so it was easy to understand and included visuals where appropriate. The company ended up using my manual as a standard for all future employee trainings. ”

Do you have experience working with large data sets?

This question can help the interviewer determine your experience with a specific type of work. If you have relevant experience, share it and explain how you handled the situation. If you don’t have direct experience, you can talk about what you would do if faced with this challenge.

Example: “In my last role as a consultant for an IT company, I worked on several projects that required me to analyze large data sets. One project was for a major retailer who wanted to improve their inventory management system. The first step in this process was analyzing all of the data they had collected from their current systems. This took some time, but once we analyzed the data, we were able to create a new system that improved efficiency.”

When performing an HR audit, what is your process for reviewing and verifying employee information?

The interviewer may ask you a question like this to understand how you approach your work and the steps you take to complete it. Your answer should show that you have experience with HR audits, including what information you review and how you verify it.

Example: “I start by reviewing employee data such as contact information, job titles, hire dates, salary information and any other relevant details. I then compare this information against company records to ensure accuracy. If there are discrepancies between the two, I will reach out to employees for clarification or additional information. For example, if an employee’s email address has changed since they were hired, I would want to make sure they still receive important communications from the company.”

We want to make sure our employees are happy with our HR system. How would you go about conducting an employee satisfaction survey?

An interviewer may ask you this question to see how you would implement a company’s HR policies and procedures. In your answer, try to show that you can work within the guidelines of an organization while also being empathetic to employees’ needs.

Example: “I think it’s important to conduct employee satisfaction surveys regularly so that we can make any necessary changes before they become major issues. I would create a survey with multiple-choice questions about their experience using Workday. Then, I would send the survey out to all employees and wait for them to respond. After collecting the data, I would analyze the results and present my findings to management.”

Describe your experience working with other consultants and teams to complete projects.

Workday is a cloud-based software that allows companies to manage their finances, human resources and other operations. As a consultant, you’ll need to work with teams of developers, project managers and others to ensure the success of your projects. Your answer should show the interviewer that you can collaborate effectively with others.

Example: “I’ve worked on several large projects in my career as a consultant. In these situations, I’ve found it helpful to create a team of consultants who are experts in different areas of Workday. For example, one person may be an expert in financial management while another is more experienced in HR. By creating a diverse team, we’re able to complete our projects faster and more efficiently.”

What makes you the best candidate for this job?

Employers ask this question to learn more about your qualifications and how you can contribute to their company. Before your interview, make a list of all the skills you have that are relevant to this role. Focus on soft skills like communication and teamwork as well as hard skills like computer software knowledge.

Example: “I am passionate about helping businesses succeed. I’ve worked with many companies in my career, and I know what it takes to implement new systems and processes. My experience working with Workday makes me an ideal candidate for this position. I understand the system well and can help your team use it effectively. ”

Which HR software systems have you used in the past?

This question can help the interviewer understand your experience with Workday and how it compares to other systems you’ve used. Your answer should include a list of software systems you’ve worked with in the past, along with any notable experiences or achievements that helped you use them effectively.

Example: “In my last role as an HR consultant, I primarily used SAP SuccessFactors for employee onboarding and training, Oracle’s PeopleSoft system for payroll management and Microsoft Dynamics 365 for talent acquisition and development. While these systems are all effective at helping businesses manage their HR processes, they don’t offer the same level of functionality as Workday. In my current role as an HR consultant, I’m using Workday exclusively.”

What do you think is the most important skill for a successful Workday consultant?

This question is your opportunity to show the interviewer that you have the skills and abilities needed for this role. You can answer by identifying a skill from the job description and explaining how you use it in your work.

Example: “I think one of the most important skills for a Workday consultant is communication. I’ve found that being able to communicate clearly with clients, my team members and other stakeholders is essential when working on projects. It’s also important to be organized because there are so many different aspects to consider when implementing new software. Having an organized system helps me stay focused on the project at hand.”

How often do you perform audits for your current or previous employer?

An interviewer may ask this question to learn more about your experience with workday audits. They want to know how often you perform them and what kind of results you’ve had in the past. Use examples from your previous job or a time when you performed an audit for a client.

Example: “I usually perform workday audits once per quarter, but I have also done them as frequently as every month. In my current position, I do quarterly audits on all clients. However, if there is ever a concern that something might be wrong with their system, I will perform an audit sooner than expected.”

There is a bug in the system that you cannot fix. What would you do?

This question is a great way to test your problem-solving skills. It also shows the interviewer that you are aware of potential issues and how you would handle them. In your answer, try to show that you can think critically and solve problems efficiently.

Example: “If I encountered this situation, I would first make sure that there was no other way to fix the bug. If there wasn’t, I would contact my manager or another senior consultant for help. They may be able to find a solution or at least give me advice on what to do next. If they cannot provide any solutions, I would create a new project in Workday where I could document all bugs and their solutions.”

Typical interview questions: what to prepare for?

In its pure form, such interviews are rare. But the principle by which the candidate is evaluated in each case will help to figure out what and why to tell the employer.

Everyone who was looking for a job faced standard questions. It is easy to prepare answers to them in advance – and this is the main disadvantage for the employer, because many candidates are cunning in order to please the interviewer. However, these questions often continue to be used. We talked about them in more detail here, below we list brief tips.

“Tell us about yourself”

There are no secrets here: tell us in chronological order how you chose an educational institution and studied, what work experience you gained after and what personal qualities help you develop. Present your experience as a professional story, logical, coherent, and short, no longer than three minutes. It is better to rehearse it at home.
“List your strengths and weaknesses”

Remember the job description. What qualities will help in the performance of this work, and what, on the contrary, will interfere? The Internet is full of advice on how to answer this question. Recruiters usually laugh that all applicants, judging by the answers, are terrible workaholics and perfectionists. Try to go against the norm and really name a couple of your weaknesses. Of course, not one that is incompatible with this work (and if there are, then this work simply does not suit you). You will be surprised, but often this is exactly what is expected. The ability to evaluate yourself objectively and name your “growth zones” speaks of maturity. Just do not confuse recognition of individual weaknesses with a listing of all your sins.
“Where do you see yourself in five years?”

The employer does not expect a reliable answer and will not check in five years. He is interested in something else: what are your desires focused on and what are your ambitions. If your goal is a managerial position, and the company is looking for a person for a vacancy without career growth, then for the employer this may be a sign that you will not last long in one place. Or vice versa – they are looking for a very active and in a good sense ambitious, who will build a unit from scratch, in which at first you will have to spin alone, and you would be satisfied with just a calm, stable job.
“Why should we hire you for this position?”

Summarize what has been said, describe the ideal candidate for the position and find something in common between this portrait and your qualities: “If I understand correctly, you are looking for an attentive and responsible secretary. At my last job, I was the only assistant who never received a fine from the accounting department for errors in documents. I think I’m perfect for you.”

Experienced HR specialists develop their own set of unique questions over the years of practice, which, in their opinion, help to reveal the candidate well. Do not be surprised if you are asked about something that is not directly related to the job – the interviewer is just trying to better understand your motivation and other things that are important for this job.

To better understand a candidate’s personality type and patterns of behavior, employers ask projective questions: they ask the candidate to express an opinion about people and situations with which he has nothing to do with. The candidate does not need to talk about himself, so he begins to act more freely. But since a person judges events and other people in terms of his experience, the interviewer draws useful conclusions from his story.

Projective questions are:

“Why do people make a career?” The employer is trying to find out about the candidate’s motives, to understand why career growth is important or not important to him.
“Describe the typical causes of conflict in the team.” From the answer to this question, you can learn about the candidate’s negative experience, his ideas about a team that is comfortable and uncomfortable for him.
“Which client can become problematic for the company?” This is also a question about negative experiences, about conflicts that an employee may have in the future.
Why do some people succeed in life while others fail? The answer to the question will tell you how the candidate imagines success: what are its reasons, how to repeat it.

You can bring the interviewer back from hypothetical situations to reality: “I can’t speak for all people, but personally I think…”

Success and failure at work depend not only on the person himself. The results are influenced by many factors: from the available technical means to the criteria for evaluating work in a particular organization. It is not uncommon for a successful professional from one company to be lured to another, but he did not succeed in repeating success in a new place.

To avoid such situations, employers examine the behavior of a person in a previous place – and evaluate whether the person can become successful in their company. The behavioral interview has a strict structure and evaluation criteria. The candidate for the interview is invited to talk about specific problems and tasks that he solved.

A behavioral interview usually goes like this:

What problem did you need to solve?
What resources did you have?
What solution did you choose?
What obstacles did you have to overcome?
Evaluate the result.

Think in advance about what your own successes or failures you would like to tell a potential employer. If possible, collect figures and facts before the interview that will help to tell about it.

A case is a problem situation that the candidate is offered to solve. In such a task, the employer lays an important question for him. For example, a company is looking for an absolutely honest person for a position in the financial department and checks this quality with the help of case studies. A candidate for an interview at this company will be given a problem that can be solved in several obvious ways, one of which is to cheat and tell a lie. They also try to test the level of empathy of those whose future work involves a lot of communication with clients.

Typically, the employer describes a hypothetical situation and invites the candidate to tell how he would get out of this situation. For example:

You have a limited budget for hosting a mass event. What will you save on so that the quality of the event is minimally affected?
There were a number of negative publications about your company in the media. You know that everything written is true, but the leader wants a refutation. Describe the algorithm of actions to solve this problem.

It is very difficult to understand what exactly the employer wants to know with the help of a case. It is better not to guess, but to honestly tell how, in your opinion, you can solve the problem.

Another comprehensive assessment method – the assessment center – includes several blocks at once: tests, business games, group discussions and an individual presentation of the candidate. This is a very effective assessment method, which is time-consuming and rarely used by a limited number of employers (not every company can afford to organize such an assessment system), far from any position (mainly for assessing middle managers).

Prepare for the fact that you will have to do a little self-presentation, take tests, perhaps participate in business games, solve problems in a team and present your solutions.

In this case, the employer evaluates the candidate at once according to many parameters: he sees live how he communicates, solves problems, what roles he plays in the team and how he builds relationships. Therefore, the best advice for preparing for such an interview is to get enough sleep, come to it in good shape and in a working mood.

This method is used to quickly close a “mass” position or several vacancies at once: for example, to select several call center operators or several sales assistants. The employer manages to get to know all the candidates in a short time and ask them the same questions. Be polite and act natural – this is enough to make a good impression.

Sometimes the interview question is confusing. For example:

“Why are manholes round?”
“What would you do if you were reduced to the size of a coin and found yourself in a mixer that would start working in a few minutes?”
“How many yellow cars are there in the Czech Republic?”

There is no correct answer to these questions. The employer just wants to know exactly how the candidate will reason. This is important for positions where new solutions are to be proposed, rather than performing routine operations according to instructions. Take a break and think about your answer. Here it is important to simply speculate on the topic – say, compare the number of inhabitants of the Czech Republic with the total number of cars and the popularity of yellow, and the like: it all depends on your imagination and sense of humor. The main thing is not to get lost and express your assumptions, even if no one knows the exact number of yellow cars in the Czech Republic.

It is impossible to predict the questions and the train of thought of the employer. Maybe with a question about yellow cars in the Czech Republic, he tests your knowledge of the automotive industry, and gives cases to check how coherently you express your thoughts. It is better to focus on your answers and do everything in your power to get an interesting job.

Above all, try to be sincere. Let’s say you successfully pretend to be a completely different person in your desire to get this job. And then it turns out that this job (neither its functionality, nor the peculiarities of the internal culture in the company) really suits you at all. Was it worth it to cheat?

And remember, you are also evaluating the employer. Ask questions that are important to you. Not only about the salary and work schedule, but ask more about the functionality itself, about how and what works in the company, what are the features, in connection with which the vacancy has opened. For some reason, many people think that this can scare away. On the contrary, recruiters and interviewers often lament that candidates don’t ask much and nod at everything. In fact, your questions show your interest and a serious approach to choosing a job – and this in itself is an advantage.

Good luck with your interview!

More helpful tips on how to pass an interview

Interview questions and best answers.

Part 1 – Work.ua

Interview questions and best answers. Part 1 – Work.ua

Tips for job seekers

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Tips for Job Seekers

Interview

A list of popular interview questions and answers to read before each interview.

Preparing for an interview will greatly increase your chances of getting the job you want. Work.ua has compiled a list of questions that you are likely to hear from the employer, and gave brief recommendations on how to answer them.
The answers of each candidate are purely individual, depending on experience and field of activity, but everyone has common features. This list will help you not get lost in a conversation with an interviewer and look like a worthy candidate.

General

1. Tell us about yourself

Your answer should be one to two minutes long. Don’t over tighten.
Do not delve into childhood. Briefly tell us about who you are, in what direction you are moving and developing.
Use abstracts from your resume.
Speak only in a positive way.

2. What do you know about our company?

Show that you are interested in your future job: know their products or services, their market, success, reputation, history, purpose and philosophy.
Show extra interest to have the interviewer expand on some aspects.

3. Why do you want to work with us?

Don’t talk about what you want first. First, talk about the needs of the company and what you can do for it.
You want to be a part of them, pay attention to their strengths.
You are interested in the tasks that you will be able to solve in this position.
You are interested in the same goals that the company pursues.

4. What can you do for us? Is there something that only you and not other candidates can do?

Tell us about the successes you had in previous jobs, how you dealt with challenges, and compare this to the work that this company offers.
Talk only about your merits, do not try to belittle other candidates you do not even know.

5. What aspects of this position do you find most attractive, and which less so?

List at least three attractive factors and only one that you don’t really like. This one factor should not be very critical – for example, getting to work 10 minutes longer than you expected.
Attractive aspects can be: the company’s reputation, a good team, the opportunity to learn new things, etc.

6. Why should we hire you?

Because of the knowledge, experience, skills and abilities you possess. Be positive, confident and precise in your answer.

7. What do you want from this job?

Opportunity to use your skills, do a good job and be recognized.
The opportunity to develop and improve, because this is what we must do throughout our lives.
Mention that you are interested in challenging tasks and are confident that this job will provide you with such a challenge.

8. Define [the position you are applying for]

Be concise, focus on results and ways to achieve them.

9. How long will it take you to get comfortable and make some contribution to our work?

Very few. You quickly get used to it, get used to the internal structure, and in any work you appreciate the result. Tell us about how quickly you got involved in the process at your last job.

10. How long do you expect to work with us?

As long as we both consider that my contribution and achievements are at a high level.

11. Why did you decide to change jobs?

That job was limiting my professional development, it was time to move on.
If you didn’t want to leave, it’s better to give an honest answer, but don’t go into details, don’t scold your past bosses and colleagues.

12. How do you feel about the transition to a new job?

You are very excited, eager for new challenges, and sure that you will gain much more here.

13. What kind of work environment do you like?

Where people treat each other as equals, are ready to constructively discuss and make decisions, maintaining friendly relations.

14. How would you rate your past/current company?

A good place that allowed me to gain experience, learn new things and become more professional in general.

Questions for managerial positions

15. What is your management style?

You consider yourself a mentor to others and are always ready to help on any issue. You think that the leader should lead the team forward, and not drive behind.

16. Do you consider yourself a good leader? Why?

Your response should be achievement and result oriented.
Emphasize managerial skills – planning, organization, communication, etc.

17. What do you value in your subordinates?

Skills, initiative, ability to adapt and work in a team.

18. Did you fire anyone? For what reasons?

Describe your conversation with a subordinate, if any, and tactfully list the reasons why you were forced to go through with it.

19. What is the most difficult thing for you in a managerial position?

Planning and completing complex tasks that have a number of insurmountable constraints, such as time or money.

Workday interview questions: Top 60 Workday Interview Questions and Answers in *2022

Top 30 Workday HCM Interview Questions & Answers

1. What is Workday?

2. What are the advantages of Workday?

3.

4. Explain about Workday HCM

5. What are the features of Workday Human Capital Management?

6. How much does Workday HCM cost?

7. How many Workday updates are released per year?

8. What browsers are supported by Workday?

9. Give the names of post-production and pre-production tenants in Workday

Workday Training

10. What are the types of reports that we can generate in Workday?

11. What are the ways to access the Workday Delivered report?

12.

13. How is Workday reporting different from other SQL ERP systems?

14. If a report is shared with everyone in an organization, will anyone be able to get the same output with the same input values?

15. Can anyone in an organization generate a report in Workday?

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16.Explain about organizations in Workday

17. What are security groups in Workday?

18.

19. What is meant by the business process?

20. What are the business process steps in Workday?