An organisation’s jewels are its employees, as they are the ones that get the work done ( if you hire the right ones). As a big company, you need to keep track of all your employees and job openings. And Ms. Shweta Pandey is helping with tech innovations to make the HR ( Human Resources) process easy.
Some organisations like hers, use two software to keep track of their employees. These two software are Workday (think of this as your main existing employee database) and Greenhouse (this is your job posting and application management system for new employees).
Now where the problem comes in is between effectively linking these two systems, especially when you need to manage positions and fill a position after someone leaves the company (blackfill).
This is where Shweta’s contributions come into play. Shweta’s custom solution approach integrates Workday’s job overlap features (a feature which allows two employees to hold the same position for a temporary period), business process workflow feature, custom objects feature (objects that can be added to Workday), studio integration feature (an advanced tool used for building complex integrations between Workday and other external systems), and Report as a Service( a service where you can access and generate reports using internet-based tools) feature with Greenhouse’s HRIS( Human Resources Information System Link), which automated the process of filling in the backfill positions.
This solution led to automating job postings, keeping the information on headcounts accurate, and also saving money and time ( HR staff don’t have to manually enter the same information in both systems). It also ensures compliance with security protocols, data privacy regulations, and audit requirements by utilizing built-in tools, protecting sensitive information.
Given the benefits, Shweta tells us that there were some challenges in integrating the two systems. She said, “Redesigning the termination process to automate backfill position synchronization was a key hurdle, along with developing reporting metrics to accurately track open and close positions when multiple job requisitions tied to a single position”.
Despite the challenges, she designed and streamlined the job requisition sync process from Workday to Greenhouse and led the Global Recruiting Onboarding Workflow project, defining and optimizing stages in full-cycle recruiting.
These two projects made the job easier for recruiters as they didn’t have to fill in the details manually, and made planning easier as the company knew how many positions were open or to be filled, which smoothened the hiring process.
Shweta’s insight was also captured in several articles, one of which was published in the International Journal of Business Quantitative Economics and Applied Management Research, which analysed the benefits of the synchronisation process between the two HR softwares.
In the industry, Shweta also observes that many organizations still rely on separate Human Capital Management (HCM) and recruitment systems, which require seamless integration.
Recruiting systems often lack the flexibility to sync positions with HCM systems in a way that aligns with an organization’s headcount management needs. She anticipates a shift towards more configurable SaaS-based integrations ( the process of integrating your software as a service application with other applications and systems in an organization so that they can request and share data freely) that enables organizations to manage their positions more effectively, improving recruitment strategies and workforce management.
