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| Section | Weight | Objectives |
|---|---|---|
| Interviews and Sourcing | 15% | - Skills Cloud and Sourcing
|
| Candidate and Application Management | 20% | - Job Application Business Process
|
| Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
| Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Security, Reporting, and Compliance | 10% | - Recruiting Role-Based Security - Compliance Requirements - Recruiting Analytics and Reports
|
| Offers and Hiring Processes | 20% | - Offer Business Process
|
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NEW QUESTION # 38
You created an evergreen requisition and a job requisition.
How do you link them?
Answer: B
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 # 39
You configured the recruiting source "I know someone at the company" and it is mapped to the Workday- delivered source of Self Identified. You need to verify that your worker knows this candidate.
What subprocess do you insert as a step in the Review Candidate business process to accomplish this?
Answer: A
Explanation:
Send Endorsement Request asks the identified worker to confirm and provide information about their relationship with the candidate. It is therefore the correct subprocess for validating a candidate's claim that they know someone within the organization.
The configured recruiting source is mapped to Self Identified because the candidate, rather than the worker, supplied the relationship information. That self-identification alone does not establish an endorsed referral.
Inserting Send Endorsement Request into Review Candidate triggers the appropriate worker-facing request and records the response in the recruiting process.
Initiate Pre-Hire Contract Details concerns contractual information and has no relationship to referral verification. Change Personal Information updates personal data, while Review Decision supports a recruiting evaluation decision but does not contact the named worker for confirmation.
Workday distinguishes candidate-supplied source information from an endorsement provided by a worker.
The endorsement process strengthens source accuracy and supplies recruiters with relevant relationship context without automatically treating every self-identified connection as a formal referral. Study Guide reference: Configure Recruiting Functionality - Recruiting Sources, Self Identified Mapping, Endorsements, Referrals, and Review Candidate . Workday states that when candidates identify organizational contacts, endorsement requests help refine the candidate pool. Workday Recruiting datasheet
NEW QUESTION # 40
You must determine how to set up a requisition that allows continuous candidate applications for a common job profile or profiles, even when there is not an immediate opening.
How will you configure this?
Answer: C
Explanation:
An evergreen requisition is designed for continuous candidate sourcing when an organization has recurring demand for one or more common job profiles. It can remain available even when there is no immediate opening, allowing recruiters to build and maintain a reusable candidate pipeline.
Repeatedly reopening a standard requisition distorts requisition history and mixes separate hiring demands. A confidential requisition limits visibility for sensitive hiring but does not create a continuous pipeline. Creating a new staffing process through the request framework is unnecessary because Workday provides evergreen requisitions specifically for this use case.
Evergreen candidates can be reviewed and later moved to an appropriate linked standard job requisition when a specific vacancy becomes available. The standard requisition supplies the definitive position, worker type, organization, and hiring context. The evergreen requisition supports sourcing and preliminary candidate management rather than replacing the final hiring requisition. Study Guide reference: Configure Requisitions and Their Components - Evergreen Requisitions, Continuous Recruiting, Common Job Profiles, Candidate Pipelines, and Linked Job Requisitions . Workday explicitly describes evergreen requisitions as a means to build pipelines and surface candidates for high-volume or recurring hiring.
Workday Talent Acquisition
NEW QUESTION # 41
You configured a Candidate Label Override to communicate with candidates regarding the status of their job applications. Internal candidates are reporting that the status is not displaying on the Jobs Hub.
Where should the status display for internal candidates?
Answer: B
Explanation:
Candidate Label Overrides provide candidate-friendly descriptions of an application's current recruiting status. For internal candidates, this overridden status is displayed in My Applications , where workers review the jobs for which they have applied and track each application's progress.
The Jobs Hub is the broader internal recruiting experience. Within that experience, Browse Jobs supports job discovery, while My Applications provides application-specific information, status, and outstanding actions.
Recruiting Hub is intended primarily for recruiters and recruiting operational work, not for a worker's personal application status. Candidate Home serves external candidates who access applications, communications, and tasks through an external career site account.
Workday's official Hubs guidance describes Jobs Hub as providing internal candidates with job postings, alerts, referrals, and a centralized location for managing applications and completing relevant tasks.
Consequently, a missing label under general Jobs Hub navigation does not indicate that the override failed; the worker must access the application record through My Applications. Study Guide reference: Career Sites
- Internal Candidate Experience, Jobs Hub, My Applications, and Candidate Label Overrides .
Workday Hubs Guide
NEW QUESTION # 42
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?
Answer: A
Explanation:
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
NEW QUESTION # 43
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