Your client has decided that they would like to collect background checking consent from the candidates during the final step in the application process. Once you have duplicated the application flow and added the Background Consent block, what action must you take before the new Application Flow can be assigned to the career section?

• A. Deactivate the Career Section.
• B. Activate the Job Specific Application Flow.
• C. Modify the Career Section Properties.
• D. Adjust the Security Settings.

Your client would like to create a simplified way for hiring managers to progress candidates
in the workflow with a single click avoiding the need to open each candidate record to complete the progression in the More Actions menu. What recommendation would you make to your client?

• A. Disable the Setting Threshold CSW Step - Prevent advancing.
• B. Progression Status column must be added in the hiring manager's candidate list format.
• C. Restricted confidentiality level setting on the Hiring Manager Review step must be removed.
• D. Next Action column must be added in the hiring manager's candidate list format.

What processes can be assigned unique candidate files?

• A. Segmentation of candidate capture types
• B. Viewing and editing job submissions
• C. Modifying field-level security
• D. Creating candidate profiles
• E. Viewing and editing general profiles

When setting up prescreening on a requisition, which two parameters can only be applied to Competencies versus Questions?

• A. Minimum Experience
• B. Required versus Asset
• C. Minimum Proficiency
• D. Weight

What is the primary advantage of using the elements in the competency library when constructing prescreening on a job requisition template?

• A. The competency library has been translated in all supported languages.
• B. The competency library provides the recruiter with a standard measure for the interest level associated with the competency.
• C. The competency library provides a standard set of measures for years of experience and proficiency that can be leveraged in a structured data search, ACE Thresholds, and candidate compare.
• D. The competency library provides the recruiter with a selection job-specific skills for prescreening candidates that they may not have identified when creating prescreening questions.