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| Section | Weight | Objectives |
|---|---|---|
| Offers and Hiring Processes | 20% | - Offer Business Process
|
| Interviews and Sourcing | 15% | - Interview Management
|
| Job Requisitions | 20% | - Create and Configure Job Requisition Business Process
|
| Security, Reporting, and Compliance | 10% | - Recruiting Analytics and Reports
- Compliance Requirements |
| Candidate and Application Management | 20% | - Job Application Business Process
|
| Career Sites and Candidate Pools | 15% | - Internal and External Career Sites
|
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.
When using the Recruiting Hub, you want those in the new role to be able to filter for only their assigned job requisitions.
What additional task do you run to accomplish this?
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In your organization, sometimes the manager will complete the phone screen and at other times, the recruiter will perform the phone screen.
How can you differentiate between these two phone screen stages in the Job Application business process?
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Your organization would like to have several internal career sites.
How many internal employee career site configurations can you have at the same time?
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You are posting jobs to an internal career site and want to display different types of fields to the internal candidate based on management level.
How many Job Posting Template Content objects can you create and use?
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Which actions can internal candidates take when accessing an internal job posting?
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