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| Section | Objectives |
|---|---|
| Topic 1: Workday HCM Fundamentals | - Reporting - Business Processes - Security |
| Topic 2: Recruiting Business Processes | - Recruiting Process Steps - Recruiting Subprocesses - Dynamic Job Application Business Process |
| Topic 3: Recruiting Configuration | - Career Sites - Job Application Templates - Job Requisitions |
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NEW QUESTION # 33
To which two business processes can you add the Supplementary Questionnaires for Job Requisition subprocess?
Answer: D
Explanation:
The Supplementary Questionnaires for Job Requisition subprocess can be added to both the Evergreen Requisition and Job Requisition business processes. These are the requisition-creation and maintenance contexts in which the organization may need to collect additional structured information about recruiting demand.
Offer and Employment Agreement are candidate-specific processes concerned with employment terms and documents, not requisition-level questionnaires. Review Candidate evaluates a candidate or application and does not configure requisition data. Ready for Hire is a final candidate-stage subprocess and is likewise outside the requisition-creation context.
Supplementary questionnaires allow an organization to capture information not contained in standard requisition fields. Responses can support approvals, reporting, regulatory requirements, or operational decisions. Because both standard and evergreen requisitions represent recruiting demand, the subprocess is supported in both definitions. Administrators should configure the questionnaire, establish its eligibility conditions, add the subprocess at the appropriate point, and route it to the correct participant. Study Guide reference: Define Recruiting Business Processes - Supplementary Questionnaires for Job Requisition, Job Requisition, Evergreen Requisition, Routing, and Questionnaire Conditions . Workday describes job- requisition creation and evergreen pipeline management as integrated parts of Recruiting. Workday Talent Acquisition
NEW QUESTION # 34
You need to hide the Spotlight Job checkbox from managers when they create a job requisition.
How do you accomplish this?
Answer: A
Explanation:
Configure Optional Fields controls whether supported fields appear in specific Workday business-process and task interfaces. The Spotlight Job checkbox can therefore be hidden from managers during job-requisition creation by configuring the relevant optional-field presentation.
Domain security controls access to secured data and actions, but it is not the appropriate mechanism for selectively suppressing a supported field on the requisition interface. Edit Job Requisition changes a particular requisition after creation rather than controlling field visibility across future transactions. Workday Extend is intended for building extensions and is unnecessary for a delivered field that Workday already exposes through optional-field configuration.
Field visibility should be managed through the delivered configuration mechanism whenever available. This produces consistent behavior, avoids unnecessary custom development, and preserves the underlying field for other authorized processes or populations. Administrators should confirm the configuration in the applicable job-requisition initiation context and test with a manager account because field presentation can depend on transaction type and role. Study Guide reference: Configure Requisitions and Their Components - Configure Optional Fields, Job Requisition Creation, Spotlight Jobs, and Manager Experience .
Workday identifies mobile and configurable job-requisition creation as part of its integrated Recruiting experience. Workday Talent Acquisition
NEW QUESTION # 35
You want to allow passive candidates to submit their personal information and resume without applying to a job requisition.
What functionality allows you to do this?
Answer: D
Explanation:
Prospect Introduce Yourself allows an individual to submit personal information and a resume without applying to a specific job requisition. Workday creates or updates the individual as a prospect so that recruiting teams can consider the person for future opportunities and talent-pipeline activities.
Require Candidate Home Account controls authentication and does not itself create a prospect-submission mechanism. Recruiting Job Areas classify recruiting interests or job categories but do not provide the submission action. Inline Assessments collect assessment responses in an application context and are unrelated to passive-candidate introduction.
This functionality is useful when no current requisition matches the person's interests or when the organization wants to build talent communities. The prospect can provide relevant profile information while the recruiting organization obtains an identifiable record that can be searched, segmented, and engaged according to privacy and consent configuration. It is intentionally distinct from Apply because no job application is created. Study Guide reference: Career Sites - Prospect Introduce Yourself, Passive Candidates, Prospect Records, Talent Communities, and Candidate Consent . Workday's official recruiting privacy material recognizes that individuals may introduce themselves or join a talent community for consideration for future roles. Workday Recruitment Privacy Statement
NEW QUESTION # 36
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.
How do you configure the seven unique building locations in which your employees will work?
Answer: C
Explanation:
Each physical building should be created as a separate location with Business Site specified as its Location Usage. Business Site locations represent actual organizational workplaces and preserve the distinct address and operational identity of each building.
Creating all seven as Job Posting locations would expose unnecessary building-level detail in candidate search facets and undermine the requirement to display only Florence, Italy. Combining seven addresses into one location would prevent Workday from accurately distinguishing where employees work. Off-Site Recruiting is intended for recruiting-related locations or activities and does not represent the company's permanent workplaces.
The complete design uses two complementary levels. The seven Business Site locations retain precise internal work-location data, while the Florence Job Posting location provides the consolidated candidate-facing search value. This allows staffing, security, reporting, and workplace administration to use accurate building information without forcing candidates to understand the company's internal site structure. Administrators should associate the appropriate posting location with the business sites according to the recruiting location configuration. Study Guide reference: Configure Requisitions and Their Components - Business Site Locations, Job Posting Locations, Location Hierarchy, and Candidate Search Facets . Workday Recruiting datasheet
NEW QUESTION # 37
Refer to the following scenario to answer the question below.
Your organization has these recruiting business requirements:
* When an external candidate submits their application, you want them to be able to immediately manage and view their job application.
* Recruiters need to view delivered reports in a specific recruiting stage sequence.
* You want new hire demographic data to populate from the job application.
For a candidate to immediately begin receiving tasks, questionnaires, and documents through the Workday External Career Site, what feature do you enable?
Answer: C
Explanation:
Require Candidate Home Account establishes an authenticated candidate experience through which an external applicant can manage applications and receive Workday-delivered actions. Requiring the account means the candidate creates or uses login credentials as part of the application experience. Workday can then associate subsequent questionnaires, documents, messages, and recruiting tasks with the authenticated candidate.
Automatic Candidate Merging addresses potential duplicate candidate records; it does not provide an authenticated workspace. Enabling candidate fields in notifications controls the contextual information available for communications and has no role in creating candidate access. An alternate external career site URL changes routing or navigation but does not establish the account required to receive and complete secured actions.
The requirement is broader than merely viewing a confirmation page. The candidate must return to the external site, identify themselves securely, review application information, and complete later recruiting activities. Candidate Home is therefore the functional destination, and requiring the account ensures that access is established from the beginning of the application lifecycle. Study Guide reference: Career Sites - Candidate Home, External Candidate Authentication, Candidate Tasks, Questionnaires, and Documents . Workday's candidate guidance confirms that applicants use the candidate portal to monitor application status and communicate with recruiting teams. Workday candidate portal guidance
NEW QUESTION # 38
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It is common in modern society that many people who are more knowledgeable and capable than others finally lost some good opportunities for development because they didn’t obtain the Workday-Pro-Recruiting Certification. The prerequisite for obtaining the Workday-Pro-Recruiting certification is to pass the exam, but not everyone has the ability to pass it at one time. Because of not having appropriate review methods and review materials, or not grasping the rule of the questions, so many candidates eventually failed to pass even if they have devoted much effort.
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