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| Section | Objectives |
|---|---|
| Topic 1: Recruiting Configuration | - Job Requisitions - Career Sites - Job Application Templates |
| Topic 2: Workday HCM Fundamentals | - Reporting - Business Processes - Security |
| Topic 3: Recruiting Business Processes | - Recruiting Process Steps - Dynamic Job Application Business Process - Recruiting Subprocesses |
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NEW QUESTION # 23
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?
Answer: B
Explanation:
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
NEW QUESTION # 24
Refer to the following scenario to answer the question below.
All external applicants must have login credentials to submit a job application. Your organization requires you to verify applicant email addresses.
What Edit Tenant Setup - Recruiting setting do you use to validate email addresses?
Answer: C
Explanation:
Enable Candidate Verification Email activates the email-verification control for external candidates. When account creation or application activity requires validation, Workday sends a verification communication to the submitted address. The candidate must complete the verification action, demonstrating access to that email account before proceeding through the configured candidate experience.
Require Candidate Home Account addresses a related but different requirement: it mandates authenticated Candidate Home credentials. Requiring an account alone does not prove that the entered email address belongs to the applicant. Account Creation Consent Message presents consent or legal language during account creation, while Candidate Home Account Intro Message supplies explanatory text. Neither message setting performs validation.
The scenario contains two requirements: credentials must be required, and email addresses must be verified.
Workday provides separate tenant controls for these purposes. This question asks specifically for the control that validates email addresses, making Enable Candidate Verification Email the precise answer. Proper verification reduces inaccessible accounts, incorrect contact details, and the risk of secured recruiting communications being associated with an unverified address. Study Guide reference: Career Sites - Edit Tenant Setup-Recruiting, Candidate Verification Email, Candidate Home Account Creation, and External Candidate Authentication . Workday candidate portal guidance
NEW QUESTION # 25
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 # 26
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: D
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 # 27
Refer to the following scenario to answer the question below.
All external applicants must have login credentials to submit a job application. Your organization requires you to verify applicant email addresses.
What Edit Tenant Setup - Recruiting setting mandates the need for login credentials?
Answer: A
Explanation:
Require Candidate Home Account mandates authenticated login credentials for external applicants. When enabled, the external application flow requires candidates to create or access a Candidate Home account rather than submitting an application through an unauthenticated experience. This account becomes the secured identity through which candidates manage applications and complete later recruiting activities.
Enable Candidate Verification Email confirms that the candidate has access to the email address provided, but email verification and mandatory account authentication are separate controls. An organization may verify an address without using that setting to define the complete login requirement. Account Creation Consent Message and Candidate Home Account Intro Message only configure informational or consent text displayed during account creation. They do not enforce authentication.
The word "mandates" is decisive. The requirement is not simply to describe account creation or confirm an email address; it is to prevent an application from being submitted unless the candidate has login credentials.
Requiring Candidate Home Account is the tenant-level control designed for that purpose. Study Guide reference: Career Sites - Candidate Home, External Account Requirements, Authentication, Account- Creation Messaging, and Verification Controls . Workday describes the candidate portal as the location where applicants monitor their applications and interact with recruiting. Workday candidate portal guidance
NEW QUESTION # 28
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