It seems that securing an interview opportunity is contingent not just on one's skills, but also on their geographic location. There's a growing perception that the HR talent acquisition teams are engaging in biased recruitment practices, favoring candidates from Pune or Mumbai. It should be mentioned specifically in the JD strictly if that is the policy. This approach, seemingly directed by site leadership or country-head-level people, is ironic considering the efforts to innovate by recruiting individuals with certifications from partner companies. Yet, those already working within client companies are overlooked, a trend that has affected several of my acquaintances and I was following the workday's hiring trend in India.Looks like even a matching profile is simplly kept aside if the person is from different state or place.Recruiter does not even talk to you instead they come up with a autogenerated templated rejection email. From this anyone can conclude that either its a very closed circle hiring and you people working in workday don't want a unknown devil to be a part of thier growing team.
Workday often touts its culture and the opportunities it provides. However, if the internal culture diverges from these proclaimed values, it risks becoming indistinguishable from any typical Indian company. Workday needs to recognize that while their business may currently thrive due to product demand, the lifecycle of any ERP system is finite. Once the market reaches saturation with implementations, the product's unique selling proposition (USP) diminishes. This scenario mirrors the trajectory of Oracle PeopleSoft HCM, which, despite once being hailed as the premier HCM suite, experienced a similar decline and the day is not far. Also a note to consultants in this workday eco-space a Zero or Low code product never stands in front of open source technologies like Java, Python, Big data, or AI ML.
