Recruiting Test Runs

The Recruiting module in Smart provides the ability to test the End-to-End workflow of the Job Application Business Process within Workday. From Job Requisition to Hire or Change Job. Recruiting Test Runs are created in the same way as HCM Business Processes, however there are additional steps which are required to execute Recruiting Test Runs. In this section we will cover those additional steps, as well as some specifics to consider when testing Recruiting Business Processes.

Recruiting End-to-Ends

Smart offers Recruiting users the ability to create End-to-End tests through the Job Application business process. For this functionality users must ‘chain’ together each test case in the End-to-End process. The object created by the previous test case must be referenced in the next test case within the same test run.

The Recruiting Chain test run is constructed by adding the business processes in the correct sequence. This can consist of the Create Job Requisition, External Job Application - Apply Online and Hire(Job Application). The Create Job Requisition template is populated with data in the standard format. The External Job Application - Apply Online then needs to be populated with the job posting that has been created as a result of posting of the Create Job Requisition. The Hire(Job Application) also then needs to be populated with the job application that has been submitted as a result of the External Job Application - Apply Online test.

Smart can do this by using the operator '<FROM_TEST_CASE: XXXXXX>' (where XXXXXX is a Test Case ID). In the External Job Application - Apply Online template enter <FROM_TEST_CASE: XXXXXX> with the test case ID of the Create Job Requisition test case in the Job Posting field. When Create Job Requisition runs, Smart keeps a record of the Job posting within the test case information. '<FROM_TEST_CASE: XXXXXX>' instructs Smart to then find the job posting and select it to apply to within the External Job Application - Apply Online. Similarly, in the Hire(Job Application) enter <FROM_TEST_CASE: XXXXXX> with the test case ID of the External Job Application - Apply Online test case in the Job Application field. When External Job Application - Apply Online runs, Smart keeps a record of the Job application within the test case information. '<FROM_TEST_CASE: XXXXXX>' instructs Smart to then find the job application and select the associated Hire event to be completed by the Hire(Job Application) test case.

End-to-End Test Types

At present there are 4 different Job Application End-to-Ends supported. These are illustrated in the image below. As with other Business process tests, users can run these chains with Integrations or other Business Process tests in the same Test Run.

External Job Application - Apply Online

The external job application end-to-end creates an external candidate on the external career site where the job is posted and applies to the chained job posting.  The job must be posted on a Workday External Career Site which is available to the Workday Tenant to be tested.

On creation of the candidate home account, the email address is taken from the test template and a timestamp added to it to provide a unique candidate username account.

For example:

if the email address in the template is 

worker@test.com 

the email generated by Smart will have the timestamp added before the @

worker20190420045550@test.com.

This will be displayed in the 'Generated Test Data' tab in the test case:

The candidates password can be requested from your customer representative.


Within the test case steps you will be provided with a link to the job posting. This will help to navigate to the correct job posting on the correct external career site.

Internal Job Application - Apply Internally

The Internal Job Application - Apply Internally end-to-end applies as an employee to the chained job posting, as an employee would through 'Find Jobs'. The Job must therefore be posted on an Internal Career site within the Workday Tenant to be tested.


To facilitate the ability to easily re-execute Internal Job application tests our methodology is that you should create synthetic workers as part of your test pack and chain these into the job application test case. This means that you do not have issues with existing workers moving within the organization or being terminated.

Internal Job Application - Contingent Worker Apply

The Internal Job Application - Contingent Worker Apply end-to-end allows the Convert to Employee recruiting chain to be tested. In these tests a contingent worker applies to the chained Job Posting as a contingent worker would through 'Find Jobs (Non-Worker)'. The Job must therefore be posted on an Internal Career Site (Non-Worker) within the Workday Tenant to be tested. Additionally the Job Requisition which is being posted/applied to must be for an Employee.


As this is an Internal Job application test, best practice methodology would also be to create synthetic contingent workers as part of your test pack and chain these into the job application test case (in the "User Login" field on the Internal Job Application - Contingent Worker Apply template). This again enhances test pack re-usability as tests are not reliant on existing contingent workers remaining in the tenant or remaining in their currently jobs , organizations etc.

Job Application Steps

Within a Job application business process test case, e.g. External Job Application - Apply Online, Smart gives you the ability to select which steps that the candidate should move forward through. 

Within the 'Job Application Process Order' tab enter each step that you want to move the candidate through using the Step Label Override that has been applied to the step in the definition.

All steps must be included for the job application up to 'Ready for Hire' to complete the job application process and initiate the Hire/Change Job business process. 


Each step within the job application process will be processed by Smart  selecting a worker from those assigned the next step. 

If there are multiple security groups assigned to the 'decision' step in the business process you may want to select a specific security group or a specific worker to move the candidate forward.


Selecting the security group/worker to move the candidate forward (decision steps):

To select a specific security group or worker to process the decision steps in the job application process use the following Job Application Step Order tab:

Within this tab you will first select the worker (or security group) to move the candidate forward and then you will select what step to move the candidate to.

For the worker field you have 2 options:


1. Select the Security Group

The security group must be assigned to the decision step in the individual business process, for example, '

Review Decision' or 'Screen Candidate'. 


Use notation " [Security Group: security group]" to select the security group, for example,  [Security Group: Recruiter]. 
Smart will review the workers assigned to the step and select a worker that has the security group that you have specified


If you have entered a security group that is not assigned to the decision step you will get an error: "Security Group cannot process Decision step", for example:

2. Select the Worker

To select a specific worker to move the candidate forward, you can use either the worker's name - how it is displayed on the screen or the worker's Workday ID, format "{wid: 1234567890}" 

The worker must be in the list of workers assigned to the decision step.


Here is an example of this version of a Job Application Process Order tab with the different options:

Note: You will only need to provide the security group or worker where you want to specifically pick who moves the candidate forward. Where you do not need to you can leave this blank in the template and Smart will select a worker for you.