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| Section | Objectives |
|---|---|
| Workday HCM Fundamentals | - Security - Business Processes - Reporting |
| Recruiting Business Processes | - Recruiting Process Steps - Dynamic Job Application Business Process - Recruiting Subprocesses |
| Core Recruiting Configuration | - Career Sites - Job Requisitions - Job Application Templates |
>> Workday Workday-Pro-Recruiting試験時間 <<
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質問 # 28
Your organization needs the details displayed for a job requisition to differ depending on whether it is advertised on the internal or external career site.
What task do you use to accomplish this?
正解：C
解説：
Create Job Posting Template allows an organization to configure posting content appropriate to different candidate audiences. Separate or conditionally applied templates can present internal-facing and external- facing details while the underlying job requisition remains consistent.
Maintain Recruiting Sources manages how candidates learned about opportunities and does not control posting content. Maintain Questionnaires configures structured questions, not the descriptive information displayed in a posting. A Job Application Template determines the information candidates provide during the application process; it does not define the requisition details they see before applying.
Internal and external candidates often require different messaging. Internal postings may include mobility guidance, employee-specific requirements, or internal organizational context, while external postings may contain employer-branding content and market-facing descriptions. Job posting templates provide this presentation layer without duplicating the requisition or modifying its core staffing data. Administrators should verify template eligibility, ordering, and the career site to which each template applies. Study Guide reference: Career Sites - Job Posting Templates, Internal and External Posting Content, Static Text, and Audience-Specific Presentation . Workday Recruiting supports tailored candidate experiences and configurable job postings across internal and external talent populations. Workday Recruiting datasheet
質問 # 29
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?
正解：A
解説：
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
質問 # 30
On your external career site, the recruiters want a job posting that they can fill with either an employee or contingent worker.
How do you configure this?
正解：A
解説：
An evergreen requisition can provide the common external posting and candidate pipeline, while separate linked job requisitions represent the two possible staffing outcomes. One linked requisition is configured for employees and the other for contingent workers. When the organization determines the appropriate engagement type, the successful candidate is moved to the corresponding job requisition.
A single requisition cannot function as both employee and contingent-worker hiring demand by postponing worker-type selection until Offer or Ready for Hire. Worker type affects the requisition's staffing context, business-process routing, security, compensation, contractual activity, and hiring transaction. It must be established on the applicable linked requisition.
The evergreen requisition is appropriate because it supports a shared pipeline and continuing candidate applications without forcing an early commitment to one staffing outcome. The linked standard requisitions then supply the definitive employee or contingent-worker configuration. This separates candidate sourcing from the eventual staffing transaction while permitting one candidate-facing posting strategy. Study Guide reference: Configure Requisitions and Their Components - Evergreen Requisitions, Linked Requisitions, Worker Type, Employee and Contingent Worker Hiring, and Candidate Movement .
Workday describes evergreen requisitions as pipeline-building tools within an automated recruiting workflow.
Workday Talent Acquisition
質問 # 31
You need to allow background checks for all external candidates.
How do you configure the Job Application business process?
正解：A
解説：
Background checking is implemented through the delivered Background Check subprocess . After configuring the subprocess definition, the administrator adds Background Check to the Possible Next Steps sections of the applicable Job Application stages. This makes the subprocess available at the correct points in the candidate lifecycle.
Assessment is a separate recruiting subprocess used for candidate assessments and cannot substitute for Background Check. Interviews are also distinct candidate-evaluation activities. Adding interviews to either Assessment or Background Check would not establish the required background-check transition.
The configuration has two levels. First, the Background Check subprocess defines its internal workflow, including integrations, service steps, routing, notifications, and review activities. Second, the parent Job Application business process determines where Background Check can be initiated. To apply it to all external candidates, applicable condition rules should identify external candidates while excluding populations that do not require the check. Adding the stage without correct routing or conditions could leave it unavailable or expose it to unintended candidates. Study Guide reference: Define Recruiting Business Processes - Background Check, Job Application, Possible Next Steps, External Candidate Conditions, and Subprocess Configuration . Workday recognizes background checking as part of the candidate verification and hiring lifecycle. Workday Recruitment Privacy Statement
質問 # 32
Which stage allows integration with Google Calendar and Outlook 365?
正解：D
質問 # 33
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