10 Facts on Workday Certification Training – Is it important?

Li Yin Lam
Hi guys! I’m Li Yin Lam, Workday Talent Consultant at Third Republic - Recruitment solutions for next-generation digital technologies! To recruit successfully in the Workday space I truly believe in the importance and value of understanding my market which means keeping up with the most up to date news revolving Workday and also writing my own content to share my thoughts and understanding. It's an exciting journey :D Hope you all enjoy and in return, I invite you to share your thoughts and experiences with me...

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  1. Great read! As a Workday recruiter I have worked with a handful of clients that only want to hire people with active certifications. That can be tough knowing that I speak to bright qualified candidates everyday that are not certified.

    1. Hi Li,

      I have been working as a data analyst for a renowned IT company who use Workday for their internal staff management . I have been closely working as IT consultant for them and have been exposed Workday functionalities for more than a year now. I am looking forward to complete certifications however i am unable to get the materials for certifications. Any pointers in this regard is appreciated.


  2. I am working on Workday applications since about 3 years now and i think direct customers give you much more exposure than partner companies. with direct customers you get the real feel of workday possibilities and that’s where you get real challenges . Implementations only cover basic functionalities necessary to move a customer on cloud and mostly get them started with could ERP but the real challenges start later where partner companies give up mainly because of cost and lack of ownership. and i cant agree more on what you have written about workday certifications.

  3. This article helps me quite a bit. I’m torn between leaving a partner company to moving to a customer… so I’ll lose my certification in a year when I accept thr opportunity.

  4. It’s about the direct experience with clients, seen many certified consultants who were not fruitful to organisation as much as non certified.

  5. As a former certified Workday consultant and certified Workday Pro, I am only too aware of the problems with the standardised approach that is taught. It’s particularly lacking in things like Recruiting which can be very business specific and a long way from the standard. Any attendee at the 2018 Rising’s had a choice of sessions to attend where customers were presenting what they had to do to make recruiting work for them, post implementation. Any certification without practical experience is not particularly useful, and I would personally rate a hands on candidate with no certifications who has successfully supported a live customer over one who has a list of up to date certifications to their name but has never had the opportunity to do anything with them. Also, so many things touch so many others in Workday, so knowing one area, and having done the ‘touchpoints’ training, only tells you what it will impact, not best practice or design for the overall solution. This is particularly common for consultants who focus in one area, and have a lot of experience in that area, but not in what it touches.
    Finally, for the avoidance of doubt, your point 4 is incorrect. Any consultant will lose their certifications the moment they leave Workday or a Partner, and not 12 months/2 releases later. If they rejoin, and are less than 2 releases behind, they may be able to recertify without having to re-take the training, but that’s it.
    That said, any Workday Partner consultant who is thinking of making the change, but is worried about losing their certifications, I’ve found that as long as you know what you’re doing, the certifications don’t really matter.

    1. Any tips on how to get my foot into the door using Workday? I have been a user and administrator for several different systems over the last 10 years with knowledge of all functions benefits, leave of absence, compensation, recruiting, and performance management.

  6. I know that this is not necessarily the preferred method, but what are your thoughts on non-Workday sponsored certifications? There are some online companies, like Zarantech, that offer a Workday certification that is not Workday sponsored. If you’re not working for a company that has Workday and therefore aren’t able to attend the training from Workday themselves, would you recommend 3rd party training? Many employers that have Workday prefer candidates with Workday experience, but you can’t get that experience unless you work for an employer that has Workday. It’s like that catch 22 that you can’t get a job until you have a job.
    Any thoughts on the 3rd party training and if it makes you a more competitive applicant for those of us that don’t currently work for a company that has Workday?

    Thank you!



  7. I am having a hard time just getting any experience with Workday. I have worked with 5 or 6 HCMs and most organizations want candidates who already have Workday experience. I would like to get in and get direct experience because Workday is becoming the future of HR technology. I have been in HR technology for the last 10 years and even with my experience, MBA, and lean six sigma training I am still unable to get through the door into Workday.

  8. Hello Everyone,
    I agree personally – It does not matter if you are Workday certified or not. In my case I was Workday certified (HCM, Integration, Payroll) in 2013 and from 2014 I engaged myself with Non Workday Partner companies and worked for 5 different customers till date.
    Total +11 years overall experience and workday specific more than 7 years now.
    My focus was always helping customer to resolve their business challenges with workday technology in line with their set goals to achieve within the scope of work.
    Pradeep Kumar Tiwari

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