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| Section | Weight | Objectives |
|---|---|---|
| Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Security, Reporting, and Compliance | 10% | - Recruiting Analytics and Reports
- Compliance Requirements |
| Offers and Hiring Processes | 20% | - Offer Business Process
|
| Interviews and Sourcing | 15% | - Interview Management
|
| Candidate and Application Management | 20% | - Job Application Business Process
|
| Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
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NEW QUESTION # 34
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?
Answer: B
Explanation:
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
NEW QUESTION # 35
What is the definition of an active candidate?
Answer: D
NEW QUESTION # 36
You need to configure reference checks.
What steps do you perform?
Answer: D
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 # 37
You created an evergreen requisition and a job requisition.
How do you link them?
Answer: D
Explanation:
An evergreen requisition and a standard job requisition are linked by assigning the same job profile to both.
The shared job profile establishes the functional relationship that allows candidates sourced through the evergreen pipeline to be considered for the associated hiring requisition.
A supervisory organization identifies organizational ownership but does not, by itself, define the required connection between the requisitions. Assigning the same position is inappropriate because an evergreen requisition supports continuing candidate pipelines and is not tied to a single position in the same manner as a position-specific hiring requisition. Workday does support linking the requisitions, making option C incorrect.
The job-profile relationship ensures that the evergreen pipeline represents candidates appropriate for the same type of work as the standard requisition. Administrators should still verify other relevant attributes, such as location, worker type, time type, and qualifications, before moving or associating a candidate. Sharing a job profile creates the linkage; it does not mean every candidate in the evergreen pipeline automatically satisfies every requirement of the standard requisition. Study Guide reference: Configure Requisitions and Their Components - Evergreen Requisitions, Standard Job Requisitions, Job Profiles, Candidate Pipelines, and Requisition Linking . Workday describes evergreen requisitions as a mechanism for building reusable candidate pipelines. Workday Talent Acquisition
NEW QUESTION # 38
What is the initial status for a candidate as soon as they submit their application?
Answer: A
Explanation:
Immediately after an application is submitted, the candidate enters the Review stage. Review is the initial evaluation point at which recruiters or other authorized participants assess the application and decide whether to move the candidate forward or decline them.
Screen and Interview are subsequent stages that occur only after the candidate advances according to the Job Application business-process definition. Background Check is normally performed later and must be configured as an available subprocess at an appropriate stage. None of those stages is the default initial status produced merely by submitting an application.
The Review stage establishes a controlled entry point for all newly submitted applications. From there, the Review Candidate subprocess can route tasks, apply condition rules, support endorsement activity, and present the Review Decision action. Organizations can configure different next steps or rule-based definitions, but the submitted application initially enters Review before those later transitions occur. Study Guide reference: Define Recruiting Business Processes - Job Application Submission, Review Stage, Review Candidate, Review Decision, and Possible Next Steps . Workday's applicant-tracking model describes applications as entering a centralized recruiting process through which hiring teams screen and guide candidates. Workday Applicant Tracking System
NEW QUESTION # 39
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