January 2025

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In this edition, we look at how to expertly answer 21 of the most common questions in an interview, how to bridge the skills gap in Workday Adaptive Planning as well as the latest vacancies across the Workday Ecosystem.

If you’re aiming to stand out in a Workday interview—or really any professional interview—preparation is everything. Below is a comprehensive guide on how to thoughtfully answer 21 typical interview questions. Feel free to add your own personality and experiences as you tailor your responses. Good luck!

1. “Tell me about yourself.”

Suggested Answer: “Thank you for the opportunity to interview! I’m a dedicated, collaborative professional with 10 years of hands-on experience across Workday’s suite—ranging from Human Capital Management (HCM) to Financial Management and Recruiting. Throughout my career, I’ve been recognized for my strong work ethic, high-level problem-solving abilities, and a willingness to mentor new team members. I’m excited to bring these qualities to your organization and contribute from day one.”

Why This Works:

• Highlights your breadth of knowledge in Workday.
• Emphasizes teamwork and mentorship.
• Shows an eagerness to add value.

(Pro Tip: Don’t shy away from mentioning specific Workday modules or projects you’ve managed—this establishes your credibility!)

2. “Why do you want this job?”

Suggested Answer: “I’m seeking a position where I can make a significant impact while continuing to grow my Workday expertise. Your company’s emphasis on innovation and collaboration aligns perfectly with my own values—especially as I’ve observed how you leverage Workday solutions to optimize business processes. I see this as a chance to expand my skill set and help you stay ahead in a rapidly evolving market.”

Why This Works:

• Connects your values with the company mission.
• Demonstrates you’ve done your homework on the employer’s culture.

3. “What are your greatest strengths?”

Suggested Answer: “Collaboration, problem-solving, and responsiveness. I’ve led cross-functional teams to configure new Workday integrations under tight deadlines, and I have a track record of quickly stepping in to resolve issues—whether it’s a time-tracking error or a complex payroll integration. My responsiveness ensures that projects stay on schedule, yielding both cost and time savings.”

Why This Works:

• Showcases real examples from Workday projects.
• Conveys an ability to act quickly for the organization’s benefit.

4. “What is your biggest weakness?”

Suggested Answer: “I tend to be very service-oriented, which means I sometimes overcommit when I should delegate. However, I’ve been working on pausing to assess my capacity before saying ‘yes’ to extra tasks. This ensures I stay focused on achieving high-quality results for core responsibilities.”

Why This Works:

• Demonstrates self-awareness and a plan of action.
• Turns a potential negative into a proactive step toward improvement.

5. “Why do you want to leave your current job?”

Suggested Answer: “I’ve thoroughly enjoyed my current role and have been fortunate to deliver successful Workday launches and integrations. However, I’ve reached a plateau where I’m no longer able to take on new challenges. I’m now looking for a role that can offer fresh experiences and ambitious goals to pursue.”

Why This Works:

• Keeps the tone positive about your current employer.
• Shows a desire for growth rather than dissatisfaction.

6. “How do you prioritize your work?”

Suggested Answer: “I use a structured method similar to the Eisenhower Matrix. I start by sorting tasks into four categories: Urgent/Important, Important/Not Urgent, Urgent/Not Important, and Not Urgent/Not Important. Critical matters—like a payroll issue—are addressed right away, while strategic tasks are scheduled methodically to maintain long-term momentum.”

Why This Works:

• Demonstrates a logical approach to time management.
• Shows you can handle multiple priorities simultaneously—essential in Workday implementations.

7. “Where do you see yourself in five years?”

Suggested Answer: “In five years, I’d love to still be part of your organization, possibly in a senior leadership role focusing on broader Workday strategy. By then, I expect to have completed advanced training and contributed to cross-departmental initiatives. My goal is to bring greater ROI and help optimize all possible modules within Workday for the company’s benefit.”

Why This Works:

• Emphasizes long-term commitment.
• Connects future ambitions to contributing value.

Continue reading.....

As more businesses adopt Workday Adaptive Planning to gain an edge in agile financial management, the competition for certified experts has skyrocketed. Seasoned Adaptive Planning professionals are often headhunted across multiple industries—ranging from tech startups to large multinational corporations.

Because demand outstrips supply, hiring managers face extended recruitment cycles and higher salary expectations for top talent, potentially straining HR budgets.

Navigating Complex Implementation Requirements

Adaptive Planning implementation isn’t a simple plug-and-play process. It typically involves:

• Requirement Gathering: Identifying unique business needs and processes.
• System Configuration: Building or tailoring models, dashboards, and reports.
• Data Integration: Ensuring data accuracy from multiple sources (e.g., ERP, CRM, HR systems).
• User Training & Change Management: Driving adoption across finance teams and other stakeholders.

Finding someone adept at the end-to-end process is tough. Many candidates might be proficient in system configuration but have limited experience in change management or data integration, leading to potential project roadblocks.

Strategies to Bridge the Skills Gap

Internal Upskilling & Cross-Training

One effective approach is to invest in your existing workforce. By identifying high performers in finance or operations and sponsoring Workday Adaptive Planning training, you can cultivate in-house specialists who already understand your organization’s culture and objectives.

• Rotational Programs: Have employees rotate between finance, IT, and analytics teams to gain broader perspective.
• Certification Pathways: Encourage or fund official Workday certification courses so internal talent can acquire formal credentials.

Partnering with Experts

If your in-house capacity or timeline is limited, consider collaborating with specialized staffing firms like Adalta Global. For shorter-term needs—like a complex configuration or integration project—hiring contract specialists may be more cost-effective and agile

A reliable partner can:

• Bring proven best practices from similar projects.
• Guide the process from discovery to post-launch optimization.
• Train your team so that knowledge transfer remains long after the project ends.

Why Addressing This Gap Is Critical

Without the right professionals, organizations risk:

• Inaccurate Forecasts: Configuration errors or incomplete data models can lead to poor strategic decisions.
• Low User Adoption: If the system isn’t tailored or users aren’t adequately trained, the platform’s full value remains untapped.
• Wasted Resources: Delayed timelines and repeated rework drive up costs, negating the very efficiencies Adaptive Planning is supposed to deliver.

Conversely, when you do have the right Adaptive Planning experts in place, you enable:

• Faster, More Reliable Forecasting: Real-time data and advanced analytics foster proactive decision-making.
• Improved Collaboration: Finance, operations, and leadership teams all share a unified view.
• Stronger ROI: Agility in planning directly impacts top-line growth and bottom-line savings.

Workday Adaptive Planning offers unparalleled possibilities for agility, accuracy, and strategic foresight—if it’s implemented and managed correctly. The real challenge is securing professionals who can bring these capabilities to life.

Ready to take the next step?

• Evaluate: Assess current talent capabilities and pinpoint gaps in skills or capacity.
• Plan: Choose whether to build internally, hire externally, or partner with a specialist staffing firm.
• Execute: Implement a structured approach to recruitment, training, and knowledge transfer.

If you’re on the journey to implement Workday Adaptive Planning—or if you’re stuck trying to find the right experts—let’s connect. As experts in the Workday space Adalta Global help you secure the talent you need and maximize your investment in Adaptive Planning.

Remember: Effective financial planning isn’t just about having the right tool—it’s about having the right people behind it. With the right team, Workday Adaptive Planning can truly become the agile, data-driven backbone of your organization’s financial success.

Human Resource Information System Manager (Workday)

Miami FL.

Full-Time / On-site

Up to 140K +bonus +stock

Contact [email protected]

813-212-4300

Workday Analyst - Supply Chain

Arlington VA.

Full-Time / Hybrid

Up to 127K +dental +medical

Contact: [email protected]

813-212-4300

Senior Workday HRIS Analyst

Houston, Texas

Full-Time / On-site

Up to $165K/yr? Mid-Senior level

Contact: [email protected]

813-212-4300

Contract Workday Professionals:

Looking for your next contract position? Register your resume here ?to receive the latest contract opportunities.

Workday ERP Manager

• Workday Pro: 3+ years with Workday (Financials, HCM), excelling in platform enhancements and integrations.
• Proven Leader: 15+ years in IT leadership, managing teams, and delivering strategic initiatives.
• ERP Expertise: Extensive ERP experience with Workday and Salesforce, plus cloud platform administration.
• Business Alignment: Track record of aligning tech strategies with business goals to drive results.
• Technical Savvy: SOX compliance, advanced accounting concepts, and process improvements.

For more information contact: [email protected]

813-212-4300

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