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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Security, Reporting, and Compliance | 10% | - Recruiting Analytics and Reports
- Compliance Requirements |
| Topic 2: Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
| Topic 3: Interviews and Sourcing | 15% | - Skills Cloud and Sourcing
|
| Topic 4: Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Topic 5: Offers and Hiring Processes | 20% | - Offer Business Process
|
| Topic 6: Candidate and Application Management | 20% | - Job Application Business Process
|
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NEW QUESTION # 11
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: D
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 # 12
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: A
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 # 13
Refer to the following scenario to answer the question below.
Your organization needs all candidates, internal and external, to go through the Job Application business process. This business process includes many next possible steps per application stage.
The Job Application business process definition is configured with the Interview step as a next possible step.
The system is not displaying the Interview step.
What is the most likely explanation for this issue?
Answer: B
Explanation:
A Possible Next Step governed by a condition rule is displayed only when the rule is satisfied. If Interview is configured as a possible next step but does not appear, the most likely cause is that its condition rule evaluates to false for the current candidate and job-application context.
A true condition would make the configured transition eligible rather than suppressing it. An incomplete interview team can cause routing or assignment problems after Interview is initiated, but it does not ordinarily remove the stage from the Possible Next Steps list. The phone-screening team is unrelated to the availability of Interview.
The administrator should evaluate the condition rule against the specific job application and inspect every field used by the rule. Common factors include internal versus external candidate status, worker type, requisition attributes, current recruiting stage, location, or candidate data. A blank field can also make a condition evaluate differently from what the administrator expects. Testing should cover both intended populations because the scenario requires all internal and external candidates to use the process. Study Guide reference: Define Recruiting Business Processes - Possible Next Steps, Interview, Condition Rules, Rule Evaluation, and Job Application Routing . Workday describes Recruiting as supporting configurable applications and dynamic candidate workflows. Workday Recruiting datasheet
NEW QUESTION # 14
You want to remind recruiters to update their self-schedule calendars. You want this reminder to go out before the candidate receives the calendar during the Screen business process.
What step type allows you to build this reminder into the process?
Answer: B
Explanation:
A To Do step provides an actionable reminder within the business process without launching a separate recruiting subprocess. The administrator can place the To Do before the Candidate Self-Schedule Event in the Screen business process and route it to the recruiter. This prompts the recruiter to review or update calendar availability before Workday releases scheduling options to the candidate.
Complete Questionnaire is intended to collect structured responses and is unnecessary for a simple operational reminder. Review Documents requires a participant to review configured documents. Candidate Self- Schedule Event is the event that exposes scheduling availability to the candidate; using that event as the reminder would not provide a separate prerequisite action before the calendar is released.
Correct sequencing is critical. The To Do should precede the self-schedule event, and the business-process configuration should determine whether completion is required or merely informational. Routing must assign it to the appropriate recruiter or recruiting role. This allows the process to preserve candidate experience by reducing the possibility of outdated or unavailable interview slots. Study Guide reference: Define Recruiting Business Processes - Screen, To Do Steps, Candidate Self-Scheduling, Step Order, and Recruiter Routing . Workday identifies workflow automation and coordinated candidate interaction as central Recruiting capabilities. Workday Recruiting datasheet
NEW QUESTION # 15
How do you personalize the message sent to candidates with their name, the job requisition title, and the location of the job?
Answer: B
Explanation:
Workday message templates support personalization through dynamic report fields. While configuring the message template, the administrator uses the Insert Tag function to place fields such as the candidate's name, job requisition title, and job location into the message body. When Workday generates the communication, it evaluates those fields in the context of the candidate and requisition and substitutes the applicable values.
An EIB is an integration mechanism for loading or extracting data; it is unnecessary for inserting existing Workday values into generated correspondence. Option B refers to a notification template, but the question specifically asks how to personalize a message template. Although both functions can employ contextual data, administrators must configure the correct template type. The statement that message templates cannot be personalized is also incorrect because dynamic content is a core element of candidate communications.
This approach preserves a reusable template while producing candidate-specific output at runtime. It also prevents administrators from creating separate templates for every candidate or requisition. Study Guide reference: Configure Recruiting Functionality - Candidate Communications, Message Templates, Insert Tags, and Dynamic Report Fields . Workday's Recruiting overview likewise identifies tailored candidate engagement and configurable workflows as core Recruiting capabilities. Workday Recruiting datasheet
NEW QUESTION # 16
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