• Candidate says they are unable to submit application and get error message.
  1. Check the job postings tab of the job requisition. Is the job posted? Postings must be active for candidates to apply. If the job is posted, check to see if there is a historical job posting.  If so check to see when the candidate initiated the application and if it was created in during the prior job posting period.  Applications can only be submitted for active postings during the time that posting is active.  If the posting went up and the application was created but saved for later and then the posting was ended before the application was submitted this will prevent that application from being submitted.  The candidate must cancel the pending application and submit a new application to the active posting.

• Primary Recruiter is not able to move candidate to Ready for Hire and thinks they should be able to.
  1. Before a candidate can be moved to the Ready for Hire stage of the recruiting process 2-3 requirements must be met, depending on the type of candidate.  Review below, and ensure these criteria have been met before escalating the ticket.
     1. The first requirement is a reference check. This can be completed via the Manual Reference Check stage by uploading documentation of reference checks completed outside of Workday. Or this requirement can be completed via the Skill Survey Reference Check integration in the Assessment stage of the recruiting process. One of these options must be completed for candidates for Staff requisitions.
        1. To check if the manual reference check is completed, view the candidate's job application record and check the Questionnaire Results page. Look for a tab called Reference Check.  If you see one confirm there is reference documentation attached. 
        2. To check if the Skill Survey Reference Check is completed, view the candidate's job application record and check the Screening page.  Look for the Assessments tab and look for a Skill Survey case tied to that application, check the Overall Status of the survey.  It must be complete.  If it is not complete check the latest status. It could need to be finalized or there could be more references needed.
     2. The second requirement is an acknowledged offer letter. There is a task assigned to the candidate in the Offer process to acknowledge the offer letter. This must be completed before Ready for Hire can be seen as an option.
        1. To check if the candidate's offer letter step is completed, view the candidate's job application record and check the Offers page. Look at the details and ensure the candidates name populates into the "Signed By" column and there is a time and date stamp in the "Signature Date" column. If you do not see this, the offer stage was not properly completed. 
     3. The third requirement is the Background Check.  For open Staff requisitions, all external candidates and any internal candidates who are not already "staff" or "academic" worker types (i.e., student workers, temporary workers, contingent workers) are required to complete the background check and achieve the completion status of "Meets Company Standards" before Ready for Hire will be a possible next step.
        1. To check if the candidate's background check is properly completed, view the candidate's job application record and check the Screening page.  Look for the Background Check History tab, if the background check Package Status is Completed but the Overall Status is not "Meets Company Standards" or "Does Not Meet Company Standards", escalate to central HR/Talent Acquisition to review and adjudicate the background check.