I recently had the opportunity to meet with Rachael Ruiz, Manager of the DeakinPeople Program at Deakin University. Rachael and I spoke about Deakin’s journey to maximize their investment in PeopleSoft by continuing to enhance the product to support the HR function at Deakin. Rachael was responsible for the transition from their previous HR system to PeopleSoft in 2015, as well as leading Deakin’s “get me current” and Fluid User Interface implementation in 2016.

Deakin is a young, contemporary university with a reputation for being innovative, nimble and friendly. They aspire every day to combine excellent research and outstanding teaching with a strong focus on the communities they serve. Deakin is new to PeopleSoft and has implemented the Human Capital Management 9.2 module as of Image 17 and has selectively adopted Fluid Candidate Gateway in Image 18. They selectively adopted Fluid Candidate Gateway as they wanted their prospective employees’ first interaction with Deakin to be a reflection of what Deakin is—contemporary, mobile, friendly and innovative.

While my conversation with Rachael allowed me to gain a better understanding of Deakin’s approach to implementing Fluid Candidate Gateway, there are three key points from our talk that other organizations should consider as they define their Fluid Candidate Gateway strategy:

• Test thoroughly using all devices.
• There’s often a simple solution to most problems.
• Embrace change.

If you want to learn more about Deakin’s approach to Fluid Candidate Gateway, check out the full customer story which includes a helpful Q&A portion.