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| Section | Objectives |
|---|---|
| Recruiting Business Processes | - Recruiting Subprocesses - Recruiting Process Steps - Dynamic Job Application Business Process |
| Workday HCM Fundamentals | - Reporting - Security - Business Processes |
| Recruiting Configuration | - Job Requisitions - Career Sites - Job Application Templates |
>> Workday-Pro-Recruiting試験問題集 <<
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質問 # 34
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?
正解：C
解説：
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
質問 # 35
When you move candidates to the last stage of the recruiting process, you want to ask for personal information.
What business process definition will you configure to meet this requirement?
正解：B
解説：
The Ready for Hire business process definition governs the final recruiting stage before the candidate proceeds into the applicable staffing transaction. If personal information must be requested when candidates reach that final stage, the data-collection step should be configured within Ready for Hire.
Job Application is the parent recruiting process that controls movement among stages and subprocesses, but the requirement is tied specifically to arrival at the last stage. Configuring the step directly in Ready for Hire provides the correct timing and context. Personal Information Change is generally a worker-facing process for modifying information on an established worker record; the candidate is still a pre-hire at this point.
Background Check performs screening and verification activities and is not the proper process for collecting general personal information merely because a candidate has reached the end of recruiting.
Locating the step in Ready for Hire also prevents premature collection. Only candidates who advance to that stage receive the request, supporting data minimization and a controlled candidate experience. The collected information can then support the transition from candidate or pre-hire into the staffing lifecycle. Study Guide reference: Define Recruiting Business Processes - Ready for Hire, Final-Stage Configuration, Personal Information Collection, and Candidate-to-Hire Transition . Workday Recruiting datasheet
質問 # 36
Your company needs to solicit personal information from candidates after they speak with a recruiter during an informal interview.
What business process definition do you configure to meet this requirement?
正解：C
解説：
The informal conversation with a recruiter is represented by the Screen subprocess. To request personal information after that interaction, the administrator configures the applicable step within the Screen business process definition. This ties the request directly to completion of the screening activity and ensures that only candidates who reach that point receive it.
Job Application is the parent process that controls movement between recruiting stages. Although it invokes Screen, placing the post-conversation activity in Screen provides the required timing and stage context. Job Requisition governs the creation and approval of hiring demand, not candidate interaction. Personal Information Change is used for maintaining personal data in a worker-oriented context and is not the appropriate recruiting subprocess for a candidate who has just completed an informal screen.
The configuration can include routing, conditions, questionnaires, or other candidate-facing steps as appropriate. If different screening types exist, step label overrides and rule-based definitions can further distinguish the applicable flow. The essential design principle is to configure an activity in the subprocess representing the event after which it must occur. Study Guide reference: Define Recruiting Business Processes - Screen Subprocess, Candidate Information Requests, Job Application Stages, and Post- Screen Actions . Workday Recruiting datasheet
質問 # 37
Refer to the following scenario to answer the question below.
You need to update the Offer business process to accommodate new requirements from the recruiting team.
They would like candidates who accept the offer document to automatically move into the Ready for Hire stage. They also want to be able to complete both the Initiation and Propose Compensation Offer/Employment Agreement processes simultaneously.
What task allows initiating and entering the compensation, one-time payments, and stock all at the same time?
正解：A
解説：
Configure Consolidated Template provides the combined interface needed to initiate the offer or employment-agreement activity while entering the associated compensation components in one coordinated experience. The template can consolidate base compensation, one-time payments, and stock information that would otherwise require separate initiation and proposal activities.
Configure Optional Fields determines which additional fields appear or are required, but it does not combine separate business-process activities. Editing the business-process security policy controls which security groups may initiate or participate in the process. Maintain Step Conditions determines whether a configured step executes. Neither task creates a consolidated compensation-entry experience.
The requirement explicitly states that Initiation and Propose Compensation Offer/Employment Agreement must be completed simultaneously. This points to configuration of the consolidated template rather than routing, security, or conditional execution. Consolidation reduces duplicate entry and ensures that compensation-related offer data is captured within a consistent transaction context. It also supports Workday Recruiting's integrated connection between candidate offers and compensation. Study Guide reference:
Define Recruiting Business Processes - Offer and Employment Agreement, Consolidated Templates, Propose Compensation, One-Time Payments, and Stock . Workday describes offer management as combining configurable workflows with a seamless connection to compensation. Workday Recruiting datasheet
質問 # 38
Three months after successfully advertising in a magazine, your marketing team is going to run an ad in a different industry magazine. They are concerned candidates will select the incorrect magazine name, so they do not want the original magazine's name to display in the field values.
What action would you take in the Maintain Recruiting Sources task to ease their concerns?
正解：B
解説：
The existing magazine source should be inactivated , and a separate source should be created for the new magazine. Inactivation removes the former source from future selectable values while retaining it on historical candidate and job-application records. Creating a distinct source for the new publication also preserves accurate source attribution and reporting.
Simply creating a new source leaves the original active and selectable, which fails the stated requirement.
Renaming the existing source to "Do Not Use" still allows an undesirable value to appear and introduces poor data-governance practices. Editing the existing source's name is more serious: historical candidates originally attributed to the first magazine could appear to have come from the second magazine, corrupting source- effectiveness reporting.
Recruiting sources are reference data with continuing analytical significance. Their identities should remain stable after transactional records reference them. Inactivation is therefore the correct retirement mechanism because it controls future use without rewriting history. Study Guide reference: Configure Recruiting Functionality - Maintain Recruiting Sources, Delivered Source Mapping, Active and Inactive Sources, and Source-Effectiveness Reporting . Workday identifies sourcing, consolidated candidate history, reporting, and full talent-lifecycle metrics as integrated Recruiting capabilities. Workday Recruiting datasheet
質問 # 39
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