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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Offers and Hiring Processes | 20% | - Offer Business Process
|
| Topic 2: Interviews and Sourcing | 15% | - Interview Management
|
| Topic 3: Security, Reporting, and Compliance | 10% | - Recruiting Role-Based Security - Compliance Requirements - Recruiting Analytics and Reports
|
| Topic 4: Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Topic 5: Candidate and Application Management | 20% | - Job Application Business Process
|
| Topic 6: Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
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NEW QUESTION # 18
Which stage allows integration with Google Calendar and Outlook 365?
Answer: B
Explanation:
The Interview stage supports calendar integration because it contains formal interview-scheduling activities involving candidates, interviewers, dates, times, and meeting availability. Google Calendar and Outlook 365 integrations can coordinate interview events with enterprise calendars and reduce manual scheduling work.
Screen can include an informal phone screen or candidate self-scheduling event, but the delivered stage associated with formal calendar-integrated interview scheduling is Interview. Background Check concerns candidate verification through internal or external screening services. Employment Agreement concerns contractual documents and acceptance. Neither requires interview-team calendar coordination.
Within Interview, recruiters can create interview teams, schedule or reschedule meetings, and distribute calendar invitations according to the configured integration. Calendar synchronization helps prevent conflicts and ensures interviewers and candidates receive consistent event information. The integration still depends on tenant setup, authentication, and supported calendar configuration; selecting Interview as a stage does not by itself complete the technical integration. Study Guide reference: Define Recruiting Business Processes - Interview Stage, Interview Scheduling, Interview Teams, Calendar Integration, Google Calendar, and Outlook 365 . Workday's official Marketplace describes Interview Management as enabling teams to create, schedule, and reschedule interviews, while candidate scheduling integrations support Microsoft 365 and Google calendars. Workday Microsoft Interview Management
NEW QUESTION # 19
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: B
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 # 20
A candidate is moved from an evergreen requisition to job requisition. As of now, they cannot accept the job for personal reasons, but you want to keep the candidate available for future job requisitions associated with this evergreen.
What step do you take to allow the candidate to be available on the linked evergreen requisition for a future job?
Answer: A
Explanation:
The candidate should be moved from the linked standard job requisition back to the associated evergreen requisition . This returns the candidate to the continuing pipeline and preserves their availability for other job requisitions linked to that evergreen requisition.
Using Decline would conclude or disposition the candidate's current application without necessarily restoring their active pipeline relationship. Moving the candidate to any evergreen requisition could place them in an unrelated pool with a different job profile. Copy Job Application creates another application record but is not the correct mechanism for restoring the candidate to the originating evergreen pipeline.
The association matters because the evergreen requisition represents the job profile or recurring hiring need for which the candidate was originally sourced. Moving the candidate back retains the intended recruiting context and permits future movement to another linked requisition when circumstances change. The recruiter should record the appropriate reason and ensure the candidate remains eligible and interested in future opportunities. Study Guide reference: Configure Requisitions and Their Components - Evergreen Candidate Movement, Linked Job Requisitions, Returning Candidates to Pipelines, and Future Consideration . Workday Talent Acquisition
NEW QUESTION # 21
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: A
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 # 22
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: C
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 # 23
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