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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Offers and Hiring Processes | 20% | - Offer Business Process
|
| Topic 2: Candidate and Application Management | 20% | - Job Application Business Process
|
| Topic 3: Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
| Topic 4: Security, Reporting, and Compliance | 10% | - Compliance Requirements - Recruiting Analytics and Reports
|
| Topic 5: Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Topic 6: Interviews and Sourcing | 15% | - Interview Management
|
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NEW QUESTION # 30
Which stage allows integration with Google Calendar and Outlook 365?
Answer: C
NEW QUESTION # 31
Your organization would like to have several internal career sites.
How many internal employee career site configurations can you have at the same time?
Answer: C
Explanation:
Workday supports one internal employee career site configuration at a time . This provides workers with a unified internal job-discovery and application experience rather than dividing internal opportunities across multiple separately configured employee sites.
The limit differs from external career sites, for which Workday supports multiple configurations to accommodate brands, regions, or candidate populations. Internal employees already operate within the authenticated tenant and share a common worker context. Workday therefore centralizes internal postings, applications, referrals, job alerts, and related actions in one internal experience.
Organizations can still vary the content displayed within that configuration. Job posting templates, template content objects, condition rules, security, and requisition attributes can provide different messaging or job populations without requiring separate internal career sites. This distinction is important: one site configuration does not mean every worker must see identical jobs or content. Eligibility, security, and posting configuration continue to control the experience. Study Guide reference: Career Sites - Internal Employee Career Site Configuration, Internal Job Postings, Conditional Content, Jobs Hub, and Internal Candidate Experience . Workday describes Jobs Hub as one centralized place where employees can search, apply, and manage internal applications. Workday Hubs Guide
NEW QUESTION # 32
Refer to the following scenario to answer the question below.
Your recruiters are very busy and you want to maintain a good experience for both recruiters and candidates.
As a result, you create a new recruiting role responsible for handling assessments and background checks for candidates.
You linked the new role to a role-based unconstrained security group that has access to view the Find Candidates report.
When running the report, which candidates will display?
Answer: D
Explanation:
A role-based unconstrained security group is not limited by an organizational, requisition, or role- assignment constraint. If the group has access to the Find Candidates report and the underlying candidate domains, the report can return all candidates within the tenant data accessible through those domains.
Option A describes behavior more consistent with a constrained recruiting role whose access is limited to assigned job requisitions. The Background Check stage does not constrain an unconstrained group merely because the role's business purpose includes background checks. Referral source is also not an automatic security boundary.
This is a critical security-design distinction. A role's descriptive purpose does not limit access; the security- group type, domain permissions, and constraints do. Linking the new role to an unconstrained group can provide substantially broader candidate access than intended, including sensitive application, assessment, and background-check information. If access should be limited to assigned requisitions, a constrained group and appropriate role assignments should be used. Study Guide reference: Configure Recruiting Security - Role- Based Unconstrained Security Groups, Find Candidates, Candidate Domains, and Constrained Versus Unconstrained Access . Workday emphasizes use of its core security model to support candidate management and regulatory requirements. Workday Recruiting datasheet
NEW QUESTION # 33
There is more than one job profile assigned to a job requisition. You want all the job profiles' job descriptions, skills, and qualification data to be on the requisition.
How do you accomplish this?
Answer: C
Explanation:
When multiple job profiles are associated with a requisition, Workday defaults job description, skill, and qualification information from the primary job profile . Information from additional job profiles must be added manually if the requisition needs to represent the combined requirements of every profile.
Workday does not automatically merge all profile content because that could produce duplicate, contradictory, or excessively broad requisition requirements. The Use Job Profile Values for Position Restrictions Tasks setting concerns position-restriction behavior and does not consolidate data from multiple profiles onto a requisition. Default Job Description and Job Description Summary from Job Profile supports defaulting from the applicable job profile, but it does not cause content from every additional profile to be aggregated.
The primary profile establishes the requisition's baseline. The recruiter or administrator must then review the additional profiles and intentionally add the relevant descriptions, skills, and qualifications. This preserves control over the final posting and avoids presenting candidates with incompatible requirements. Study Guide reference: Configure Requisitions and Their Components - Primary Job Profile, Additional Job Profiles, Defaulted Requisition Content, Skills, and Qualifications . Workday describes job requisitions as integrated with HCM data while remaining configurable for recruiting requirements. Workday Recruiting datasheet
NEW QUESTION # 34
What can you assign to a job requisition but not to an evergreen requisition?
Answer: A
Explanation:
A specific Position can be assigned to a standard job requisition but not to an evergreen requisition. A standard requisition represents defined hiring demand and can therefore be associated with the position that the successful candidate will fill.
An evergreen requisition is designed for continuous sourcing and candidate-pipeline management. It may exist when no immediate vacancy is available, so tying it to a particular position would conflict with its purpose. Instead, evergreen requisitions use broader attributes such as job profile, location, and supervisory organization to identify the type of candidates being sourced and to support linkage with appropriate standard requisitions.
When an opening becomes available, the candidate moves from the evergreen pipeline to a linked standard job requisition. That requisition contains the definitive staffing information, including the position when the organization uses position management. This separation prevents a sourcing pipeline from consuming or representing a specific vacancy prematurely. Study Guide reference: Configure Requisitions and Their Components - Evergreen Requisition Restrictions, Position Management, Job Profiles, Locations, Supervisory Organizations, and Linked Requisitions . Workday distinguishes evergreen candidate pipelines from the specific requisitions used to fulfill actual hiring demand. Workday Talent Acquisition
NEW QUESTION # 35
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