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| Section | Weight | Objectives |
|---|---|---|
| Interviews and Sourcing | 15% | - Skills Cloud and Sourcing
|
| 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% | - Recruiting Role-Based Security - Recruiting Analytics and Reports
|
| Offers and Hiring Processes | 20% | - Offer Business Process
|
| Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
>> Workday-Pro-Recruiting 100％시험패스 자료 <<
목표를 이루는 방법은 여러가지가 있는데 어느 방법을 선택하면 가장 빨리 목표를 이룰수 있을가요? Workday인증 Workday-Pro-Recruiting시험을 패스하는 길에는ITDumpsKR의Workday인증 Workday-Pro-Recruiting덤프를 공부하는 것이 가장 좋은 방법이라는것을 굳게 약속드립니다. ITDumpsKR의Workday인증 Workday-Pro-Recruiting덤프는 시험문제에 초점을 두어 제작된 공부자료이기에Workday인증 Workday-Pro-Recruiting패스를 가장 빠른 시일내에 한방에 할수 있도록 도와드립니다.
질문 # 33
Due to budget requirements, you do not want to post or fill a job requisition until the first of the following month.
How do you configure this on the job requisition?
정답：B
설명：
The Recruiting Start Date establishes when recruiting activity for the requisition is intended to begin.
Setting it to the first day of the following month aligns the requisition with the budget restriction and prevents recruiting activity from beginning before the authorized date.
Target End Date represents the anticipated end of recruiting and does not delay its commencement. Target Hire Date indicates when the selected candidate is expected to be hired; it does not control when the requisition can begin recruiting or be posted. A Recruiting Instruction is informational text. Entering a restriction there depends on users reading and manually following it and does not provide the structured date control required by the scenario.
The Recruiting Start Date should be used with the organization's posting and business-process configuration.
Administrators should confirm whether condition rules, approvals, or scheduled posting integrations reference that date. The field provides a reportable and enforceable value, whereas free-text instructions do not. Study Guide reference: Configure Requisitions and Their Components - Recruiting Start Date, Target Hire Date, Target End Date, Posting Controls, and Requisition Timing . Workday identifies job-requisition creation, management, and fulfillment as integrated Recruiting activities. Workday Recruiting datasheet
질문 # 34
Your company opened an ice cream shop with position management as the staffing model. You created the original job requisition for eight positions, but now realize you need five more positions.
How do you update the system to meet this requirement?
정답：D
설명：
Under position management, each worker occupies a distinct position. If the approved hiring requirement increases from eight to thirteen, the existing job requisition should be edited so that the number of openings equals thirteen .
Changing the staffing model to job management would be a fundamental organizational-design change and is neither necessary nor appropriate for increasing the number of openings. Hiring multiple workers into one position conflicts with the one-worker-per-position structure of position management. An Additional Data step can capture supplemental information but does not increase the requisition's authorized openings.
Editing the original requisition retains a single hiring record for the same staffing requirement while increasing its capacity by five positions. The transaction remains subject to the configured Job Requisition business process, including any approvals required when the number of openings changes. Administrators should also confirm that the necessary positions exist or are created through the applicable staffing configuration and that budget or headcount controls support the increase. Study Guide reference: Configure Requisitions and Their Components - Position Management, Number of Openings, Editing Job Requisitions, Position Capacity, and Approval Routing . Workday identifies job-requisition creation, management, and fulfillment as integrated Recruiting and HCM functions. Workday Recruiting datasheet
질문 # 35
What step in the Offer business process allows your recruiters to review the offer document before it goes to the candidate?
정답：A
설명：
The Review Documents step allows the offer document to be routed to recruiters or other designated participants for review before it is presented to the candidate. The step can be positioned after document generation and routed to the appropriate recruiting security group.
Propose Compensation Offer/Employment Agreement captures and approves compensation-related offer information; it does not provide the document-review activity described. Make Offer Decision records an internal decision concerning the offer but is not the step used to inspect the generated document. Generate Document produces the offer letter from the configured template and transaction data. Generation alone does not provide a controlled reviewer task.
The typical sequence is to establish the offer terms, generate the document, route the resulting document for internal review, and then make it available to the candidate. Conditions and routing can vary this sequence according to factors such as country, worker type, compensation level, or offer type. Review Documents is therefore the correct step because it separates document creation from formal internal verification. Study Guide reference: Define Recruiting Business Processes - Offer, Generate Document, Review Documents, Reviewer Routing, and Candidate Presentation . Workday describes offer management as using configurable workflows, compensation integration, and candidate-facing offer documents. Workday Recruiting datasheet
질문 # 36
What is the initial status for a candidate as soon as they submit their application?
정답：C
설명：
Immediately after an application is submitted, the candidate enters the Review stage. Review is the initial evaluation point at which recruiters or other authorized participants assess the application and decide whether to move the candidate forward or decline them.
Screen and Interview are subsequent stages that occur only after the candidate advances according to the Job Application business-process definition. Background Check is normally performed later and must be configured as an available subprocess at an appropriate stage. None of those stages is the default initial status produced merely by submitting an application.
The Review stage establishes a controlled entry point for all newly submitted applications. From there, the Review Candidate subprocess can route tasks, apply condition rules, support endorsement activity, and present the Review Decision action. Organizations can configure different next steps or rule-based definitions, but the submitted application initially enters Review before those later transitions occur. Study Guide reference: Define Recruiting Business Processes - Job Application Submission, Review Stage, Review Candidate, Review Decision, and Possible Next Steps . Workday's applicant-tracking model describes applications as entering a centralized recruiting process through which hiring teams screen and guide candidates. Workday Applicant Tracking System
질문 # 37
What can you assign to a job requisition but not to an evergreen requisition?
정답：A
설명：
A specific Position can be assigned to a standard job requisition but not to an evergreen requisition. A standard requisition represents defined hiring demand and can therefore be associated with the position that the successful candidate will fill.
An evergreen requisition is designed for continuous sourcing and candidate-pipeline management. It may exist when no immediate vacancy is available, so tying it to a particular position would conflict with its purpose. Instead, evergreen requisitions use broader attributes such as job profile, location, and supervisory organization to identify the type of candidates being sourced and to support linkage with appropriate standard requisitions.
When an opening becomes available, the candidate moves from the evergreen pipeline to a linked standard job requisition. That requisition contains the definitive staffing information, including the position when the organization uses position management. This separation prevents a sourcing pipeline from consuming or representing a specific vacancy prematurely. Study Guide reference: Configure Requisitions and Their Components - Evergreen Requisition Restrictions, Position Management, Job Profiles, Locations, Supervisory Organizations, and Linked Requisitions . Workday distinguishes evergreen candidate pipelines from the specific requisitions used to fulfill actual hiring demand. Workday Talent Acquisition
질문 # 38
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