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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Candidate and Application Management | 20% | - Job Application Business Process
|
| Topic 2: Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Topic 3: Interviews and Sourcing | 15% | - Interview Management
|
| Topic 4: Offers and Hiring Processes | 20% | - Offer Business Process
|
| Topic 5: Security, Reporting, and Compliance | 10% | - Compliance Requirements - Recruiting Analytics and Reports
|
| Topic 6: Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
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NEW QUESTION # 38
Refer to the following scenario to answer the question below.
Your company is posting multiple job openings in Florence, Italy. Your employees work in seven different buildings within the city. When candidates search by location on Browse Jobs, you want only Florence, Italy to display in the search facets.
On the Browse Job report's Location search facet, you want only the Florence, Italy location to display for all seven individual locations.
How do you create the location to accomplish this?
Answer: A
Explanation:
The consolidated Florence location must be created with Job Posting as its Location Usage. A Job Posting location supplies the candidate-facing geographical value used for job postings and Browse Jobs search facets. Assigning the Florence posting location allows all seven building-specific work locations to be represented by one searchable city value.
Business Site is used for physical locations where workers perform work and is appropriate for each individual building, not for the consolidated posting facet. Work Space identifies a more granular work area, and Campus is not the correct usage for a general candidate-facing city grouping.
The configuration separates operational work locations from recruiting presentation. Internally, Workday can retain the seven distinct Business Site locations for staffing, reporting, and workplace administration.
Externally, candidates see Florence, Italy as one coherent search value rather than seven building names that may be meaningless to them. This also prevents the Location facet from becoming unnecessarily fragmented.
Study Guide reference: Configure Requisitions and Their Components - Location Usage, Job Posting Locations, Business Sites, Browse Jobs, and Location Facets . Workday's Jobs Hub guidance describes Browse Jobs as the internal job-discovery surface, while Recruiting supports similarly structured candidate- facing job discovery. Workday Hubs Guide
NEW QUESTION # 39
You need to configure reference checks.
What steps do you perform?
Answer: C
Explanation:
To make Reference Check available within the candidate lifecycle, the administrator must add the Reference Check stage to the applicable Possible Next Steps sections of the Job Application business process. Possible Next Steps determine which recruiting stage or subprocess can be initiated from each current stage. The Reference Check stage must therefore be explicitly included wherever recruiters should be permitted to move a candidate into reference checking.
Reference checks do not become available automatically. Configuring notifications at a Reference Check stage may control communications after that stage exists, but notifications do not establish the transition into the stage. Embedded analytics can provide contextual information within a subprocess; they likewise do not make Reference Check a permitted next action.
The correct configuration begins with process routing. Administrators should identify the stages from which Reference Check is permitted, add it as a possible next step, and then apply any required condition rules, security assignments, notifications, or subprocess steps. This design ensures that reference checking occurs at the correct point and only for eligible candidates. Study Guide reference: Define Recruiting Business Processes - Job Application Business Process, Reference Check Subprocess, Possible Next Steps, Stage Availability, and Conditional Routing . Workday describes Recruiting as using configurable applications, dynamic candidate workflows, and its business-process framework. Workday Recruiting datasheet
NEW QUESTION # 40
You want Workday to automatically assign recruiters to job requisitions based on the primary location of the job requisition instead of the supervisory organization.
What task changes the way the system chooses recruiters?
Answer: B
Explanation:
Maintain Assignable Roles controls how organization roles can be assigned and which organizational dimensions Workday uses when resolving role assignments. To assign recruiters according to a requisition's primary location rather than its supervisory organization, the Recruiter role must be configured with the appropriate assignable-role behavior.
Maintain Candidate List Assignment concerns candidate-list ownership and does not determine who becomes the recruiter on a requisition. Recruiting Notes and External Recruiting Instructions store operational information; neither task controls role resolution.
This configuration changes the assignment context, not the Recruiter security group itself. Workday evaluates the job requisition's primary location and resolves the person assigned to the Recruiter role for that location.
The resulting role assignment can then drive business-process routing, task ownership, reporting, and recruiter access to the requisition and associated candidates. Administrators should verify that recruiter role assignments exist for every relevant location; otherwise, requisitions may have no resolved recruiter or may rely on fallback behavior. Study Guide reference: Configure Recruiting Security - Maintain Assignable Roles, Recruiter Role Assignment, Primary Location, Supervisory Organization, and Business-Process Routing . Workday's Recruiting web-service documentation also recognizes Maintain Assignable Roles as part of recruiting role-assignment configuration. Official Workday Recruiting service definition
NEW QUESTION # 41
On your external career site, the recruiters want a job posting that they can fill with either an employee or contingent worker.
How do you configure this?
Answer: A
Explanation:
An evergreen requisition can provide the common external posting and candidate pipeline, while separate linked job requisitions represent the two possible staffing outcomes. One linked requisition is configured for employees and the other for contingent workers. When the organization determines the appropriate engagement type, the successful candidate is moved to the corresponding job requisition.
A single requisition cannot function as both employee and contingent-worker hiring demand by postponing worker-type selection until Offer or Ready for Hire. Worker type affects the requisition's staffing context, business-process routing, security, compensation, contractual activity, and hiring transaction. It must be established on the applicable linked requisition.
The evergreen requisition is appropriate because it supports a shared pipeline and continuing candidate applications without forcing an early commitment to one staffing outcome. The linked standard requisitions then supply the definitive employee or contingent-worker configuration. This separates candidate sourcing from the eventual staffing transaction while permitting one candidate-facing posting strategy. Study Guide reference: Configure Requisitions and Their Components - Evergreen Requisitions, Linked Requisitions, Worker Type, Employee and Contingent Worker Hiring, and Candidate Movement .
Workday describes evergreen requisitions as pipeline-building tools within an automated recruiting workflow.
Workday Talent Acquisition
NEW QUESTION # 42
You configured the recruiting source "I know someone at the company" and it is mapped to the Workday- delivered source of Self Identified. You need to verify that your worker knows this candidate.
What subprocess do you insert as a step in the Review Candidate business process to accomplish this?
Answer: A
Explanation:
Send Endorsement Request asks the identified worker to confirm and provide information about their relationship with the candidate. It is therefore the correct subprocess for validating a candidate's claim that they know someone within the organization.
The configured recruiting source is mapped to Self Identified because the candidate, rather than the worker, supplied the relationship information. That self-identification alone does not establish an endorsed referral.
Inserting Send Endorsement Request into Review Candidate triggers the appropriate worker-facing request and records the response in the recruiting process.
Initiate Pre-Hire Contract Details concerns contractual information and has no relationship to referral verification. Change Personal Information updates personal data, while Review Decision supports a recruiting evaluation decision but does not contact the named worker for confirmation.
Workday distinguishes candidate-supplied source information from an endorsement provided by a worker.
The endorsement process strengthens source accuracy and supplies recruiters with relevant relationship context without automatically treating every self-identified connection as a formal referral. Study Guide reference: Configure Recruiting Functionality - Recruiting Sources, Self Identified Mapping, Endorsements, Referrals, and Review Candidate . Workday states that when candidates identify organizational contacts, endorsement requests help refine the candidate pool. Workday Recruiting datasheet
NEW QUESTION # 43
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