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| Section | Weight | Objectives |
|---|---|---|
| Interviews and Sourcing | 15% | - Skills Cloud and Sourcing
|
| Offers and Hiring Processes | 20% | - Offer Business Process
|
| Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
| Candidate and Application Management | 20% | - Job Application Business Process
|
| Security, Reporting, and Compliance | 10% | - Compliance Requirements - Recruiting Analytics and Reports
|
| Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
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NEW QUESTION # 19
Which actions can internal candidates take when accessing an internal job posting?
Answer: D
Explanation:
From an internal job posting, workers can Apply , Refer , or Introduce Yourself . Apply creates the worker' s own job application. Refer allows the worker to identify another potential candidate. Introduce Yourself supports expression of interest or entry into a prospect relationship without requiring an application to that particular requisition.
My Applications and Create Job Alerts are valid internal-career-site capabilities, but they are navigation or career-management functions rather than the set of actions performed directly from the individual posting in this question. Consequently, options C and D mix posting actions with separate Jobs Hub functionality.
Workday's internal recruiting experience combines employee applications, referrals, and proactive talent- interest capabilities. The available actions can still depend on tenant configuration, eligibility, posting status, and security, but the delivered action set represented in the question is Apply, Refer, and Introduce Yourself.
Study Guide reference: Career Sites - Internal Job Postings, Apply, Refer, Introduce Yourself, Jobs Hub, and Internal Candidate Actions . Workday's Jobs Hub guidance describes the internal experience as supporting job postings, applications, job alerts, and referrals, while Workday Recruiting enables organization- wide participation through referrals and recommendations. Workday Hubs Guide
NEW QUESTION # 20
Which stage allows integration with Google Calendar and Outlook 365?
Answer: C
Explanation:
The Interview stage supports calendar integration because it contains formal interview-scheduling activities involving candidates, interviewers, dates, times, and meeting availability. Google Calendar and Outlook 365 integrations can coordinate interview events with enterprise calendars and reduce manual scheduling work.
Screen can include an informal phone screen or candidate self-scheduling event, but the delivered stage associated with formal calendar-integrated interview scheduling is Interview. Background Check concerns candidate verification through internal or external screening services. Employment Agreement concerns contractual documents and acceptance. Neither requires interview-team calendar coordination.
Within Interview, recruiters can create interview teams, schedule or reschedule meetings, and distribute calendar invitations according to the configured integration. Calendar synchronization helps prevent conflicts and ensures interviewers and candidates receive consistent event information. The integration still depends on tenant setup, authentication, and supported calendar configuration; selecting Interview as a stage does not by itself complete the technical integration. Study Guide reference: Define Recruiting Business Processes - Interview Stage, Interview Scheduling, Interview Teams, Calendar Integration, Google Calendar, and Outlook 365 . Workday's official Marketplace describes Interview Management as enabling teams to create, schedule, and reschedule interviews, while candidate scheduling integrations support Microsoft 365 and Google calendars. Workday Microsoft Interview Management
NEW QUESTION # 21
Refer to the following scenario to answer the question below.
Your recruiters are very busy and you want to maintain a good experience for both recruiters and candidates.
As a result, you create a new recruiting role responsible for handling assessments and background checks for candidates.
You linked the new role to a role-based unconstrained security group that has access to view the Find Candidates report.
When running the report, which candidates will display?
Answer: A
Explanation:
A role-based unconstrained security group is not limited by an organizational, requisition, or role- assignment constraint. If the group has access to the Find Candidates report and the underlying candidate domains, the report can return all candidates within the tenant data accessible through those domains.
Option A describes behavior more consistent with a constrained recruiting role whose access is limited to assigned job requisitions. The Background Check stage does not constrain an unconstrained group merely because the role's business purpose includes background checks. Referral source is also not an automatic security boundary.
This is a critical security-design distinction. A role's descriptive purpose does not limit access; the security- group type, domain permissions, and constraints do. Linking the new role to an unconstrained group can provide substantially broader candidate access than intended, including sensitive application, assessment, and background-check information. If access should be limited to assigned requisitions, a constrained group and appropriate role assignments should be used. Study Guide reference: Configure Recruiting Security - Role- Based Unconstrained Security Groups, Find Candidates, Candidate Domains, and Constrained Versus Unconstrained Access . Workday emphasizes use of its core security model to support candidate management and regulatory requirements. Workday Recruiting datasheet
NEW QUESTION # 22
You are tasked with creating a new job requisition in Workday. You want to save time by using an existing job requisition as a template.
What is an efficient way to accomplish this?
Answer: D
Explanation:
The efficient method is to copy an existing job requisition . Copying provides a new requisition populated with reusable information from the selected requisition, reducing manual data entry while creating a distinct transaction that can be reviewed and modified.
A job application template controls the information candidates provide during application and is not a template for requisition creation. Job posting template content supplies static or reusable posting text, but it does not reproduce the requisition's organizational, job, worker, qualification, and recruiting details. Editing a job posting template changes reusable posting content rather than creating a new requisition.
After copying, the initiator must validate every inherited value. Dates, number of openings, location, supervisory organization, worker type, time type, recruiter assignments, qualifications, and posting information may not be appropriate for the new hiring requirement. The copied requisition then proceeds through the configured Job Requisition business process and its approvals. Copying is therefore an accelerator, not permission to accept outdated data without review. Study Guide reference: Configure Requisitions and Their Components - Copy Job Requisition, Defaulted Requisition Data, Job Posting Templates, and Job Application Templates . Workday Talent Acquisition
NEW QUESTION # 23
Refer to the following scenario to answer the question below.
Your organization has these recruiting business requirements:
* When an external candidate submits their application, you want them to be able to immediately manage and view their job application.
* Recruiters need to view delivered reports in a specific recruiting stage sequence.
* You want new hire demographic data to populate from the job application.
For a candidate to immediately begin receiving tasks, questionnaires, and documents through the Workday External Career Site, what feature do you enable?
Answer: A
Explanation:
Require Candidate Home Account establishes an authenticated candidate experience through which an external applicant can manage applications and receive Workday-delivered actions. Requiring the account means the candidate creates or uses login credentials as part of the application experience. Workday can then associate subsequent questionnaires, documents, messages, and recruiting tasks with the authenticated candidate.
Automatic Candidate Merging addresses potential duplicate candidate records; it does not provide an authenticated workspace. Enabling candidate fields in notifications controls the contextual information available for communications and has no role in creating candidate access. An alternate external career site URL changes routing or navigation but does not establish the account required to receive and complete secured actions.
The requirement is broader than merely viewing a confirmation page. The candidate must return to the external site, identify themselves securely, review application information, and complete later recruiting activities. Candidate Home is therefore the functional destination, and requiring the account ensures that access is established from the beginning of the application lifecycle. Study Guide reference: Career Sites - Candidate Home, External Candidate Authentication, Candidate Tasks, Questionnaires, and Documents . Workday's candidate guidance confirms that applicants use the candidate portal to monitor application status and communicate with recruiting teams. Workday candidate portal guidance
NEW QUESTION # 24
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