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Oracle Taleo Recruiting Cloud Service 2012 Essentials Sample Questions:

1. When a user type is changed from Active to Inactive, what are two ramifications of this action?

A) The user type cannot be associated with any user accounts or groups.
B) Any account or groups that the user type is associated with will require that a new user type be selected.
C) The user type will no longer be visible in the list of available user types to be associated with a user account or groups.
D) The user type will need to be reverted from Inactive to Draft mode in order for any modifications to be saved.

2. 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) Restricted confidentiality level setting on the Hiring Manager Review step must be removed.
C) Progression Status column must be added in the hiring manager's candidate list format.
D) Next Action column must be added in the hiring manager's candidate list format.

3. You need to add a candidate field that will only be visible to system users who have privileges to access confidential information. What field property configuration will support this requirement?

A) Security Level
B) Exceptions
C) Contextualization
D) Content required

4. While in draft mode what are some actions that cannot be performed on a requisition?

A) The requisition cannot be filled.
B) The requisition cannot be deleted.
C) One cannot create a search query based on the requisition.
D) The requisition cannot be requested for contribution.
E) The requisition cannot be posted to a career site.

5. 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 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.
C) The competency library provides the recruiter with a standard measure for the interest level associated with the competency.
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.

Solutions: