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| Section | Weight | Objectives |
|---|---|---|
| Topic 1: Candidate and Application Management | 20% | - Job Application Business Process
|
| Topic 2: Interviews and Sourcing | 15% | - Interview Management
|
| Topic 3: Security, Reporting, and Compliance | 10% | - Compliance Requirements - Recruiting Analytics and Reports
|
| Topic 4: Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Topic 5: Offers and Hiring Processes | 20% | - Offer Business Process
|
| Topic 6: Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
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NEW QUESTION # 19
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?
Answer: C
Explanation:
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
NEW QUESTION # 20
Which actions can internal candidates take when accessing an internal job posting?
Answer: B
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 # 21
For candidates with previous applications, what is a benefit of having a Candidate Home account?
Answer: A
Explanation:
A Candidate Home account allows a returning candidate to use Use My Last Application . This feature reuses eligible information from a previous application, reducing repetitive entry and making it faster to apply for another job.
Prospect Introduce Yourself is designed for individuals who want to submit their profile or resume without applying to a specific requisition. It is not the principal benefit tied to a candidate's prior applications.
Candidate Home also does not automatically provide direct messaging with a hiring manager or unrestricted access to the Primary Recruiter. Candidate communications remain controlled through configured recruiting processes, notifications, and organizational policies.
Because Candidate Home associates applications with an authenticated candidate account, Workday can identify prior application information and make supported data available for reuse. Candidates must still review the copied information and complete any requisition-specific questions, legal acknowledgments, or updated fields. The feature improves application completion while preserving the independence of each job application. Study Guide reference: Career Sites - Candidate Home, Returning Candidates, Use My Last Application, Candidate Authentication, and Previous Applications . Workday identifies self-service career sites and mobile-friendly application processes as mechanisms for improving candidate experience and reducing application drop-off. Workday Applicant Tracking System
NEW QUESTION # 22
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: C
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 # 23
You want Workday to automatically assign recruiters to job requisitions based on the primary location of the job requisition instead of the supervisory organization.
What task changes the way the system chooses recruiters?
Answer: D
Explanation:
Maintain Assignable Roles controls how organization roles can be assigned and which organizational dimensions Workday uses when resolving role assignments. To assign recruiters according to a requisition's primary location rather than its supervisory organization, the Recruiter role must be configured with the appropriate assignable-role behavior.
Maintain Candidate List Assignment concerns candidate-list ownership and does not determine who becomes the recruiter on a requisition. Recruiting Notes and External Recruiting Instructions store operational information; neither task controls role resolution.
This configuration changes the assignment context, not the Recruiter security group itself. Workday evaluates the job requisition's primary location and resolves the person assigned to the Recruiter role for that location.
The resulting role assignment can then drive business-process routing, task ownership, reporting, and recruiter access to the requisition and associated candidates. Administrators should verify that recruiter role assignments exist for every relevant location; otherwise, requisitions may have no resolved recruiter or may rely on fallback behavior. Study Guide reference: Configure Recruiting Security - Maintain Assignable Roles, Recruiter Role Assignment, Primary Location, Supervisory Organization, and Business-Process Routing . Workday's Recruiting web-service documentation also recognizes Maintain Assignable Roles as part of recruiting role-assignment configuration. Official Workday Recruiting service definition
NEW QUESTION # 24
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