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| Section | Weight | Objectives |
|---|---|---|
| Security, Reporting, and Compliance | 10% | - Compliance Requirements - Recruiting Role-Based Security - Recruiting Analytics and Reports
|
| Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Candidate and Application Management | 20% | - Job Application Business Process
|
| Interviews and Sourcing | 15% | - Skills Cloud and Sourcing
|
| Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
| Offers and Hiring Processes | 20% | - Offer Business Process
|
>> Workday-Pro-Recruiting시험유효덤프 <<
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질문 # 11
How many external career sites can you have at the same time?
정답：A
설명：
Workday supports unlimited external career sites within the applicable tenant configuration. Organizations can therefore create distinct candidate experiences for different brands, countries, languages, business lines, hiring programs, or regulatory contexts without being limited to 1, 25, or 50 sites.
"Unlimited" refers to the absence of the numerical configuration limits listed in the alternatives; it does not remove operational considerations. Every career site requires appropriate branding, navigation, job-posting rules, authentication behavior, privacy content, localization, and ongoing administration. Creating a large number of sites without a governance model can fragment the candidate experience and complicate reporting and maintenance.
Each external site can be configured to display the relevant job population and candidate-facing content.
Administrators should determine whether separate sites are genuinely required or whether branding, localization, and posting conditions can meet the need within fewer configurations. Study Guide reference:
Career Sites - External Career Site Configuration, Multiple Career Sites, Branding, Job Populations, Localization, and Governance . Workday Recruiting supports tailored candidate experiences and employer- brand presentation across external talent populations. Workday Recruiting datasheet
질문 # 12
A candidate says that the option to decline the offer from their Candidate Home does not display.
On the Review Documents step's Related Actions, what option allows candidates to decline an offer?
정답：C
설명：
Maintain Advanced Routing controls the available routing outcomes and participants for the Review Documents step. The configuration must include the candidate-facing decline path so that a candidate reviewing an offer through Candidate Home can select the appropriate decline action.
Maintain Step Conditions controls whether the Review Documents step executes, but it does not establish the action or routing option presented when the candidate declines. Maintain Step Label Override changes displayed wording without creating the underlying route. Maintain Redirect controls where a user is directed following an action and likewise does not make the decline outcome available.
Offer acceptance and rejection are distinct business-process outcomes. Advanced routing ensures that the candidate's response is sent through the correct route and that Workday performs the configured follow-up actions, such as notifying the recruiting team or updating the candidate's process status. If the decline option is absent, the administrator must inspect the Review Documents step's advanced-routing configuration, including candidate participation and available response paths.
Study Guide reference: Define Recruiting Business Processes - Review Documents, Candidate Offer Decisions, Advanced Routing, Candidate Home, and Decline Outcomes . Workday's official Recruiting material describes configurable offer workflows and candidate-facing offer experiences. Workday Recruiting datasheet
질문 # 13
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?
정답：B
설명：
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
질문 # 14
A candidate is moved from an evergreen requisition to job requisition. As of now, they cannot accept the job for personal reasons, but you want to keep the candidate available for future job requisitions associated with this evergreen.
What step do you take to allow the candidate to be available on the linked evergreen requisition for a future job?
정답：C
설명：
The candidate should be moved from the linked standard job requisition back to the associated evergreen requisition . This returns the candidate to the continuing pipeline and preserves their availability for other job requisitions linked to that evergreen requisition.
Using Decline would conclude or disposition the candidate's current application without necessarily restoring their active pipeline relationship. Moving the candidate to any evergreen requisition could place them in an unrelated pool with a different job profile. Copy Job Application creates another application record but is not the correct mechanism for restoring the candidate to the originating evergreen pipeline.
The association matters because the evergreen requisition represents the job profile or recurring hiring need for which the candidate was originally sourced. Moving the candidate back retains the intended recruiting context and permits future movement to another linked requisition when circumstances change. The recruiter should record the appropriate reason and ensure the candidate remains eligible and interested in future opportunities. Study Guide reference: Configure Requisitions and Their Components - Evergreen Candidate Movement, Linked Job Requisitions, Returning Candidates to Pipelines, and Future Consideration . Workday Talent Acquisition
질문 # 15
You are creating a Junior Recruiter security group. You want to assign the members of this group to specific job requisitions, and you also want them to review all candidate assessments in the system.
What security group type do you create?
정답：B
설명：
A Role-Based (Constrained) security group is appropriate because Junior Recruiters must be assigned to specific job requisitions. The role assignment supplies the constraint that determines the requisitions for which each member performs recruiting work.
Manager Level-Based groups derive access from a management hierarchy and do not support direct requisition-role assignment. A Segmented group limits access by configured data segments rather than by recruiting-role assignment. A Role-Based (Unconstrained) group would give every holder the role's access throughout the tenant and would not respect the requirement to assign members to particular requisitions.
The assessment requirement must be handled through the domains granted to the security group. Access to assessment data depends on the applicable candidate-assessment domains and their security behavior. The group type still needs to support the explicit requisition assignment, making Role-Based (Constrained) the correct foundation. Administrators should validate whether any assessment domain is unconstrained and ensure that granting broad assessment visibility is intentional because assessments may contain sensitive candidate information. Study Guide reference: Configure Recruiting Security - Role-Based Constrained Groups, Job Requisition Role Assignments, Candidate Assessment Domains, and Least-Privilege Design
. Workday Recruiting uses its core security model to protect candidate data while enabling recruiting collaboration. Workday Recruiting datasheet
질문 # 16
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