Free 1Z0-1069-24 Practice Test Questions and Answers (2026)

The correct seeded job role to use as a basis for a custom recruiting role is ORAIRCRECRUITERJOB. This is the standard, predefined job role provided by Oracle for recruiters. Oracle's security best practice involves copying a seeded role, such as this one, and then modifying the copy to meet specific business requirements. This role contains the fundamental function and data security privileges necessary for a user to manage job requisitions, candidate applications, and job offers within Oracle Recruiting Cloud.

A. ORCRECRUITERDATA: This name format suggests a data role (DATA suffix) with a non-standard prefix (ORC). Data roles are not used as templates for creating new job roles.

B. ORAIRCRECRUITERREQUISITIONSJOB: This is not the standard name for the primary seeded recruiter role. The correct and more comprehensive base role is ORAIRCRECRUITERJOB.

D. GSEIRCRECRUITERJOB: The GSE prefix indicates a custom role, not a seeded role provided by Oracle. Standard Oracle-seeded roles begin with the ORA prefix.

1. Oracle Fusion Cloud Recruiting

Securing Oracle Fusion Cloud Recruiting (Release 24B)

Chapter 2: Job Roles and Privileges.

Reference: In the "Job Roles" section

the guide explicitly lists the "Recruiter" role with the code ORAIRCRECRUITERJOB. It is described as the role for users who manage job requisitions

candidate job applications

and job offers. This identifies it as the primary

seeded role for this function.

2. Oracle Fusion Cloud HCM

Security Reference for Oracle Fusion Cloud HCM (Release 24B)

Chapter 71: Oracle Recruiting Cloud Job Roles.

Reference: The table "Job Roles" lists ORAIRCRECRUITERJOB as the "Recruiter" role

confirming its status as the official

seeded job role for this business function. The guide also details the privileges granted by this role

making it the correct foundation for customization.

3. Oracle Fusion Cloud Applications

Creating and Administering Analytics and Reports for HCM (Release 24B)

Chapter 2: Get Started with Reporting and Analytics.

Reference: In the section "How You Create Custom Roles

" the documentation outlines the standard procedure: "You start by copying a predefined job or abstract role... Predefined role names start with the prefix ORA." This confirms that ORAIRCRECRUITERJOB is the correct type of role to copy.

To enable Microsoft Teams for interview scheduling, a foundational integration with Microsoft 365 must first be configured. This is accomplished within the "Setup and Maintenance" work area by accessing the "Microsoft 365 Integration" task. Here, an administrator establishes the connection to the Microsoft Graph API using credentials from a registered Azure application. Once this primary integration is established and verified, the specific "Enable Microsoft Teams for Interviews" option is selected on the same configuration page to activate the functionality within Oracle Recruiting Cloud.

A: Value sets are used to define lists of values for fields, not to configure a complex API-based integration with an external service like Microsoft Teams.

B: The configuration is performed in the "Setup and Maintenance" work area by an administrator, not the transactional "Hiring" work area used by recruiters for daily tasks.

D: The integration is configured within Oracle Recruiting Cloud to authorize its connection to Microsoft Teams, not initiated or managed from within the Microsoft Teams application itself.

1. Oracle Fusion Cloud HCM: Implementing Recruiting (24B)

Chapter: Recruiting and Candidate Experience Integrations

Section: Integrate with Microsoft 365. This section explicitly states

"To integrate Oracle Recruiting Cloud with Microsoft 365

you need to use the Microsoft 365 Integration task in the Setup and Maintenance work area... On the Microsoft 365 Integration page

you can... Enable Microsoft Teams for interviews." This confirms that establishing the O365 integration is the prerequisite

followed by enabling the Teams option.

2. Oracle Fusion Cloud HCM: Implementing Recruiting (24B)

Chapter: Recruiting and Candidate Experience Integrations

Section: Actions to Perform in Microsoft Azure. This section details the first step of the process

which is creating an application in Microsoft Azure to get the necessary credentials (Client ID

Tenant ID

Client Secret) required for the "Microsoft 365 Integration" setup page in Oracle

reinforcing that a formal integration must be established.

Within Oracle Recruiting Cloud, the Generative AI feature is specifically integrated to assist with content creation for career sites. When configuring category pages, the "Generate with AI" capability is available to create the introductory text for the category landing page. This feature uses the category name and job details within that category to produce a compelling, descriptive paragraph, saving recruiters time and enhancing the candidate experience.

A. Category tile names text: This is incorrect. The tile name is a short label that you define manually. The Generative AI feature is designed for creating longer, descriptive content, not short titles.

B. Category page header and footer: This is incorrect. Headers and footers are part of the overall career site theme and branding. They are configured separately and are not generated by AI on a per-category basis.

1. Oracle Fusion Cloud Human Capital Management

What's New in Oracle Recruiting for 24B

Document ID: F100003

May 3

2024.

Section: Recruiting Booster > GENERATE A CATEGORY LANDING PAGE INTRODUCTION USING GENERATIVE AI

Content: "You can now use generative AI to create an introduction for a category landing page on your career site. When you're on the Pages tab of a career site

in the Category Pages section

you can use the Generate with AI action to generate an introduction for a category landing page." This source explicitly confirms that the feature is for the landing page introduction.

2. Oracle Help Center

Oracle Fusion Cloud Human Capital Management

Implementing Recruiting

24B.

Chapter: Career Sites > Configure a Career Site

Content: This chapter details the configuration of career sites. The section on category pages describes adding an introduction. The related "What's New" document (Reference 1) specifies that this introduction is where the Generative AI functionality is applied. The documentation for configuring headers

footers

and tile names does not mention the use of Generative AI for those specific elements.

In Oracle Recruiting Cloud, the ability for a candidate to reapply to a job requisition after withdrawing their application is controlled by a specific configuration setting. When an administrator enables the "Allow Candidates to Reapply After Withdrawing Job Applications" setting, a system-enforced condition applies. This condition dictates that a candidate can only withdraw and subsequently reapply if their job application has not yet reached the Offer phase within the Candidate Selection Process (CSP). Once an application enters the Offer phase or a terminal state (like Rejected or Hired), the option to withdraw and reapply is no longer available for that specific requisition.

A: The system does not mandate a reason for withdrawal or reapplication as a prerequisite for this functionality; this would be a business process, not a system constraint.

B: This is too restrictive. The rule is not limited to the "New, To Be Reviewed" state but applies to all phases preceding the Offer phase.

C: "Accepted by the recruiter" is not a standard, defined phase in the CSP that governs this rule. The system's logic is explicitly tied to the Offer phase.

1. Oracle Help Center

Oracle Fusion Cloud Human Capital Management: Implementing Recruiting

24B.

Chapter: Configure Recruiting Business Processes

Section: Configure General Settings

Content: The documentation for the setting "Allow Candidates to Reapply After Withdrawing Job Applications" explicitly states: "When you enable this setting

candidates can withdraw their job applications and reapply to the same job requisition as long as their application isn't in the Offer phase or a terminal state." This directly confirms that the Offer phase is the critical boundary.

2. Oracle Help Center

Oracle Fusion Cloud Human Capital Management: Using Recruiting

24B.

Chapter: Candidate Job Applications

Section: Withdraw a Job Application

Content: This section describes the candidate's actions and notes that the ability to withdraw and potentially reapply is contingent on the application's status in the hiring process

which is governed by the administrator-defined settings tied to the process phases.

The recruiting process life cycle is executed by a team of HR and recruiting professionals. The roles listed in option D—Sourcer, Recruiter, and HR Specialist—represent the key functional participants responsible for driving the process. A Sourcer focuses on finding candidates, a Recruiter manages the end-to-end requisition and candidate flow, and an HR Specialist often handles related administrative and compliance tasks such as offer letter generation and onboarding. This option provides the most coherent set of roles representing the professional recruiting function that executes the lifecycle.

A: The term "Managers" is too general. Oracle Recruiting Cloud uses specific roles like "Hiring Manager" or "Recruiting Manager" to define responsibilities.

B: "Content" is not a participant role. It refers to data or information within the application, such as job profiles or offer letter templates.

C: This option incorrectly mixes a core recruiting professional (Recruiter) with business stakeholders (Hiring Manager, Matrix Manager), who are primarily clients or approvers of the process.

1. Oracle Help Center

Securing Oracle Recruiting Cloud

"Job Roles in Oracle Recruiting Cloud": This document details the functions of predefined job roles. It describes the Recruiter role as managing job requisitions and the HR Specialist role as a core HCM role that can be granted access to perform specific recruiting actions.

(This source validates the functions of the Recruiter and HR Specialist roles.)

2. Oracle Help Center

Implementing Recruiting

"Configure User Types": This section explains that specific user types

such as Sourcer

can be created and configured. It notes that "Sourcers can be added to the hiring team of a job requisition to help find candidates."

(This source validates the "Sourcer" as a distinct

configurable participant role.)

3. Oracle Help Center

Using Recruiting

"Hiring Team": This chapter describes the hiring team composition

noting it includes the requisition owner (typically a Recruiter) and various collaborators. It implicitly distinguishes the execution team from stakeholders like the Hiring Manager

who is defined as "the person for whom a new employee is being hired."

(This source helps differentiate the roles of the execution team from business stakeholders.)

This is a configuration task requiring the creation of a new interview feedback questionnaire in Oracle Recruiting Cloud, leveraging the "Hiring Manager Interview Feedback" template from Question No: 2. Below is the detailed step-by-step solution.

Step-by-Step Solution:

Step 1: Log in to Oracle HCM Cloud Action: Log in to your Oracle HCM Cloud environment with administrative privileges (e.g., a Recruiting Administrator role with setup permissions). Navigation: Access the Oracle HCM Cloud homepage via your organization’s URL (e.g., https://yourdomain.oraclecloud.com). Details: Ensure you’re in the correct environment (e.g., Test or Production) and have sandbox access if testing is required.

Step 2: Navigate to Recruiting and Candidate Experience Management Action: Access the Recruiting and Candidate Experience Management work area. Navigation: From the homepage, click Navigator (hamburger menu) > Setup and Maintenance > Search for "Recruiting and Candidate Experience Management" in the Tasks panel > Click the link to open the work area. Details: This work area provides access to recruiting configuration tasks, including questionnaire management.

Step 3: Access the Manage Questionnaires Task Action: Open the task to manage questionnaires (distinct from questionnaire templates). Navigation: In the Recruiting and Candidate Experience Management work area, search for and select the task "Manage Questionnaires" (or "Manage Recruiting Questionnaires" depending on the UI version). Details: This task allows you to create specific questionnaires based on templates, which can then be attached to job requisitions or interview processes.

Step 4: Create a New Questionnaire Action: Start the process to add a new questionnaire. Navigation: On the Manage Questionnaires page, click the "+" icon or "Create" button to initiate a new questionnaire. Details: A new questionnaire form will appear where you can define its properties.

Step 5: Define General Questionnaire Details Action: Enter the required details for the questionnaire. Fields to Fill: Name: Enter "Sales Specialist Hiring Manager Interview Feedback" (exact match). Code: Enter "SS_HIRING_MANAGER_INTERVIEW" (exact match, no spaces, case-sensitive). Status: Set to "Active" (to make it immediately available for use by the hiring team). Folder: Select or type "Interview Feedback" (see Step 6 for folder details). Details: These fields identify the questionnaire and ensure it meets the task’s specifications. The code must be unique across all questionnaires.

Step 6: Assign to the Interview Feedback Folder Action: Place the questionnaire in the "Interview Feedback" folder. Navigation: In the questionnaire form, locate the "Folder" field (may be a dropdown or text input). Fields to Fill: If "Interview Feedback" exists: Select it from the dropdown. If it doesn’t exist: Click "Manage Folders" or a similar option (if available). Click "+" to create a new folder. Name: "Interview Feedback" Save and return to the questionnaire form. Select "Interview Feedback" from the dropdown. Details: Folders organize questionnaires for easier management. "Interview Feedback" aligns with the questionnaire’s purpose and the task requirement.

Step 7: Base the Questionnaire on the Prior Template Action: Link the questionnaire to the "Hiring Manager Interview Feedback" template created in Question No: 2. Navigation: In the questionnaire form, find the "Template" or "Based On" field. Fields to Fill: Template: Search for and select "Hiring Manager Interview Feedback" (ID: HIRING_MANAGER_INTERVIEW_FEEDBACK). Details: This pulls in the structure (e.g., instructions: "Please complete all questions, basing your responses on the interview") and any questions from the template, ensuring consistency. Since the template is unscored and typed as Interview Feedback, the new questionnaire inherits these properties.

Step 8: Verify Questionnaire Properties Action: Confirm the inherited and configured properties. Navigation: Review the form after selecting the template: Type: Should display "Interview Feedback" (inherited from template). Scoring: Should be unscored (no rating model, inherited from template). Instructions: Should show "Please complete all questions, basing your responses on the interview" (inherited from template). Questions: If questions were added to the template (e.g., communication skills, strengths), they’ll appear here; if not, the questionnaire is empty but still valid. Details: The task doesn’t require modifying the template’s content, so the inherited setup suffices unless specific Sales Specialist questions are implied (not specified).

Step 9: Customize Questions (Optional but Contextual) Action: Optionally tailor questions for Sales Specialist roles (recommended for practicality). Navigation: In the questionnaire form, go to the "Questions" or "Content" section > Click "Add Question" or edit existing ones. Example Questions (if adding): Question Text: "How well did the candidate demonstrate sales negotiation skills?" Type: Single Choice (e.g., Excellent, Good, Fair, Poor) or Text. Question Text: "What specific sales experience did the candidate highlight?" Type: Text. Question Text: "Would you recommend this candidate for a Sales Specialist role?" Type: Text. Details: Since the task doesn’t mandate new questions, you can rely on the template’s content. Adding Sales-specific questions enhances relevance for the hiring team but isn’t required.

Step 10: Save and Validate the Questionnaire Action: Save the questionnaire and verify its setup. Navigation: Click "Save" or "Save and Close" at the bottom of the form. Validation: Reopen the questionnaire from the Manage Questionnaires page to confirm: Name: Sales Specialist Hiring Manager Interview Feedback Code: SS_HIRING_MANAGER_INTERVIEW Folder: Interview Feedback Status: Active Template: Hiring Manager Interview Feedback Type: Interview Feedback Scoring: Unscored Instructions: Please complete all questions, basing your responses on the interview

Step 11: Test the Questionnaire Action: Test the questionnaire by attaching it to an interview in a job requisition. Navigation: Go to My Client Groups > Recruiting > Job Requisitions. Open an existing requisition or create a new one (e.g., for a Sales Specialist role). Move a candidate to the Interview phase in the Candidate Selection Process. Schedule an interview: Go to Interviews tab > Click "Schedule Interview". In the interview setup, select "Sales Specialist Hiring Manager Interview Feedback" from the Questionnaire dropdown. Assign the interview to a hiring team member (e.g., a test user with Hiring Manager privileges). Log in as the hiring team member (or use a test account). Access the interview feedback task via My Tasks or the candidate’s profile > Complete the questionnaire. Verification: Confirm the name "Sales Specialist Hiring Manager Interview Feedback" appears. Check that instructions display: "Please complete all questions, basing your responses on the interview." Answer the questions (inherited or added) and submit; ensure no scores are calculated. Verify the feedback is recorded in the candidate’s profile under the Interview phase.

Step 12: Deploy Changes (If in Sandbox) Action: If configured in a sandbox, publish the changes to production. Navigation: Go to Sandboxes > Select your sandbox > Click "Publish". Details: This ensures the questionnaire is available for the hiring team in the live environment. Exact Extract In Oracle Recruiting Cloud, questionnaires are specific instances built from templates, tailored for use in processes like interviews. This task requires: Based on Prior Template: Uses "Hiring Manager Interview Feedback" (ID: HIRING_MANAGER_INTERVIEW_FEEDBACK) from Question No: 2, inheriting its unscored, interview feedback properties and instructions. Active Status: Ensures immediate usability by the hiring team. Specific Name and Code: "Sales Specialist Hiring Manager Interview Feedback" and "SS_HIRING_MANAGER_INTERVIEW" identify it uniquely for Sales-related interviews. Folder: "Interview Feedback" organizes it logically with similar questionnaires. The Manage Questionnaires task in the Recruiting and Candidate Experience Management work area is the tool for this setup, distinct from the template creation task. Testing via a requisition confirms its functionality for the hiring team. Reference: Oracle Recruiting Cloud Configuration Guide, Chapter on Managing Questionnaires; Oracle Recruiting Cloud User Guide, Interview Feedback Configuration section. Thank you for your visit.

Below is a detailed, step-by-step solution for the hands-on task described in Question No: 2. This task

involves creating an unscored interview feedback Questionnaire Template in Oracle Recruiting Cloud

with specific attributes: a Questionnaire Template ID of

"HIRING_MANAGER_INTERVIEW_FEEDBACK," a name of "Hiring Manager Interview Feedback," a

description, and instructions. The solution is based on standard Oracle HCM Cloud Recruiting

functionality as of April 2025, with comprehensive steps to guide you through the configuration

process.

This is a configuration task requiring the creation of a disqualification question in Oracle Recruiting

Cloud. Below is the detailed step-by-step solution to accomplish this.

Step-by-Step Solution:

Step 1: Log in to Oracle HCM Cloud

Action: Log in to your Oracle HCM Cloud environment using an account with administrative privileges

(e.g., a Recruiting Administrator role like ORA_IRC_RECRUITER_JOB with additional setup

permissions).

Navigation: Access the Oracle HCM Cloud homepage via your organization’s URL (e.g.,

https://yourdomain.oraclecloud.com).

Details: Ensure you’re in the correct environment (e.g., Test or Production) and have sandbox access

if testing is required.

Step 2: Navigate to Recruiting and Candidate Experience Management

Action: Go to the Recruiting and Candidate Experience Management work area.

Navigation: From the homepage, click Navigator (hamburger menu) > Setup and Maintenance >

Search for "Recruiting and Candidate Experience Management" in the Tasks panel > Click the link to

open the work area.

Details: This work area provides access to recruiting configuration tasks, including question

management.

Step 3: Access the Manage Questions Task

Action: Open the task to manage recruiting questions.

Navigation: In the Recruiting and Candidate Experience Management work area, search for and

select the task "Manage Questions" (or "Manage Recruiting Questions" depending on the UI

version).

Details: This task allows you to create and edit questions used in job application questionnaires.

Step 4: Create a New Question

Action: Start the process to add a new question.

Navigation: In the Manage Questions page, click the "+" icon or "Create" button to initiate a new

question.

Details: A new question form will appear where you can define its properties.

Step 5: Define General Question Details

Action: Enter the basic details for the question.

Fields to Fill:

Name: Enter a unique name, e.g., "Accounting Experience Disqualification."

Code: Assign a unique code, e.g., "ACCT_EXP_DISQ" (must be alphanumeric, no spaces).

Status: Set to "Active" (to ensure it’s available for use).

Question Text: Enter the question, e.g., "Do you have at least 2 years of accounting experience?"

Description: (Optional) Add a note, e.g., "Disqualification question for Accounting job family."

Details: The question text should be clear and relevant to the Accounting job family, prompting a

Yes/No response.

Step 6: Set the Question Type and Response Options

Action: Configure the question as single-choice with Yes/No options.

Navigation: In the question form, locate the "Type" or "Response Type" field.

Fields to Fill:

Type: Select "Single Choice" from the dropdown (ensures only one answer can be selected).

Responses: Click "Add Response" or similar to define options:

Response 1: "Yes"

Response 2: "No"

Details: Single-choice restricts candidates to one selection, aligning with the Yes/No requirement.

Step 7: Configure the Rating Model (Scoring)

Action: Assign a Yes/No rating model with a Yes score of 10.

Navigation: Scroll to the "Scoring" or "Rating Model" section in the question form.

Fields to Fill:

Scored Questio n: Check the box to enable scoring (e.g., "Is this a scored question? Yes").

Rating Model: Select or create a Yes/No rating model:

If "Yes/No" exists, select it.

If not, click "Manage Rating Models" (may open in a new window):

Click "+" to create a new rating model.

Name: "YesNo10"

Type: "Proficiency" or "Score-based" (depending on system options).

Add ratings:

"Yes" with Score: 10

"No" with Score: 0

Save and return to the question form, then select "YesNo10."

Details: The Yes score of 10 meets the requirement, with No defaulting to 0 unless otherwise

specified.

Step 8: Set as a Disqualification Question

Action: Mark the question as a disqualification question.

Navigation: In the question form, find the "Disqualification" section or checkbox.

Fields to Fill:

Disqualification Question : Check the box (e.g., "Is this a disqualification question? Yes").

Disqualification Logic: Set "No" as the disqualifying answer (e.g., "Disqualify if answer is No").

Details: This ensures candidates answering "No" are disqualified, aligning with the task’s intent.

Step 9: Restrict to External Candidates

Action: Limit the question to external candidates.

Navigation: Look for the "Audience" or "Candidate Type" section in the question form.

Fields to Fill:

Candidate Type: Select "External" (ensures it applies only to external candidates, not internal).

Details: This restricts the question’s use to external job applications.

Step 10: Associate with Accounting Job Family

Action: Link the question to the Accounting job family.

Navigation: In the question form, find the "Context" or "Usage" section.

Fields to Fill:

Job Family: Select "Accounting" from the dropdown (assumes Accounting is predefined; if not,

ensure it’s set up in Job Family configuration first).

Details: This ensures the question is available for job application questionnaires tied to Accounting

jobs.

Step 11: Save and Validate the Question

Action: Save the question and verify its setup.

Navigation: Click "Save" or "Save and Close" at the bottom of the form.

Validation: Reopen the question to confirm:

Status: Active

Type: Single Choice

Responses: Yes/No

Scoring: Yes = 10, No = 0

Disqualification: Yes, with "No" as disqualifying

Audience: External

Job Family: Accounting

Step 12: Test the Question in a Job Application

Action: Test the question by adding it to a job requisition questionnaire.

Navigation:

Go to My Client Groups > Recruiting > Job Requisitions.

Create or edit a requisition in the Accounting job family.

In the requisition, navigate to the "Questionnaire" tab.

Click "Add Question" > Search for "Accounting Experience Disqualification" > Add it.

Save the requisition and publish it.

Log in as an external candidate (or use a test account) and apply via the career site.

Verification:

See the question "Do you have at least 2 years of accounting experience?"

Select "No" and submit; confirm disqualification occurs (e.g., application rejected or flagged).

Select "Yes" and submit; confirm application proceeds with a score of 10.

Step 13: Deploy Changes (If in Sandbox)

Action: If configured in a sandbox, publish the changes.

Navigation: Go to Sandboxes > Select your sandbox > Click "Publish".

Details: This makes the question available in the production environment.

Exact Extract Explanation:

In Oracle Recruiting Cloud, disqualification questions filter out unsuitable candidates early in the

process. This task requires:

Active Status: Ensures immediate usability.

Single Choice: Limits to one answer (Yes/No).

Scored: Assigns a score (Yes = 10) for evaluation.

Disqualification: "No" eliminates candidates lacking Accounting experience.

External Candidates: Targets only external applicants.

Accounting Job Family: Restricts usage to relevant jobs.

The Yes/No rating model with a Yes score of 10 is configured via the rating model setup, and the

question is tied to the Accounting job family through context settings. The Manage Questions task in

the Recruiting and Candidate Experience Management work area is the central hub for this

configuration, with testing conducted via a sample requisition. Reference: Oracle Recruiting Cloud

Configuration Guide, Chapter on Managing Questions and Questionnaires; Oracle Recruiting Cloud

User Guide, Disqualification Questions section.

This is a configuration task requiring the creation of an unscored interview feedback Questionnaire

Template in Oracle Recruiting Cloud. Below is the detailed step-by-step solution to accomplish this.

Step-by-Step Solution:

Step 1: Log in to Oracle HCM Cloud

Action: Log in to your Oracle HCM Cloud environment with administrative privileges (e.g., a

Recruiting Administrator role with setup permissions).

Navigation: Access the Oracle HCM Cloud homepage via your organization’s URL (e.g.,

https://yourdomain.oraclecloud.com).

Details: Ensure you’re in the correct environment (e.g., Test or Production) and have sandbox access

if testing is required.

Step 2: Navigate to Recruiting and Candidate Experience Management

Action: Access the Recruiting and Candidate Experience Management work area.

Navigation: From the homepage, click Navigator (hamburger menu) > Setup and Maintenance >

Search for "Recruiting and Candidate Experience Management" in the Tasks panel > Click the link to

open the work area.

Details: This work area is the hub for recruiting configuration tasks, including questionnaire

management.

Step 3: Access the Manage Questionnaire Templates Task

Action: Open the task to manage questionnaire templates.

Navigation: In the Recruiting and Candidate Experience Management work area, search for and

select the task "Manage Questionnaire Templates" (or "Manage Recruiting Questionnaire Templates"

depending on the UI version).

Details: This task allows you to create and edit questionnaire templates used in recruiting processes,

such as interview feedback.

Step 4: Create a New Questionnaire Template

Action: Initiate the creation of a new questionnaire template.

Navigation: On the Manage Questionnaire Templates page, click the "+" icon or "Create" button to

start a new template.

Details: A new questionnaire template form will open for configuration.

Step 5: Define General Template Details

Action: Enter the required details for the questionnaire template.

Fields to Fill:

Questionnaire Template ID: Enter "HIRING_MANAGER_INTERVIEW_FEEDBACK" (exact match, no

spaces, case-sensitive).

Name: Enter "Hiring Manager Interview Feedback" (exact match).

Description: Enter "Generic template for basis of Hiring Manager interview feedback questionnaires"

(exact match).

Instructions: Enter "Please complete all questions, basing your responses on the interview" (exact

match).

Status: Set to "Active" (to make it immediately available for use).

Details: These fields define the template’s identity and purpose. The ID must be unique, and the

name, description, and instructions should match the task requirements precisely.

Step 6: Set the Questionnaire Type to Interview Feedback

Action: Specify that this is an interview feedback template.

Navigation: In the template form, locate the "Type" or "Questionnaire Type" field.

Fields to Fill:

Type: Select "Interview Feedback" from the dropdown (ensures it’s used for gathering feedback post-

interview).

Details: This classification aligns the template with the interview process, distinguishing it from other

types like prescreening or offer questionnaires.

Step 7: Configure as Unscored

Action: Ensure the questionnaire is unscored (no scoring model applied).

Navigation: Scroll to the "Scoring" or "Rating Model" section in the template form.

Fields to Fill:

Scored Questionnaire: Leave unchecked or set to "No" (e.g., "Is this a scored questionnaire? No").

Rating Model: Leave blank or ensure no rating model is selected.

Details: The task specifies "unscored," meaning responses won’t be numerically evaluated—

feedback will be qualitative or free-form.

Step 8: Add Questions to the Template (Optional but Recommended)

Action: Add sample questions to make the template functional (though not explicitly required, it’s

practical for usability).

Navigation: In the template form, find the "Questions" or "Content" section > Click "Add Question".

Example Questions:

Question Text: "How would you rate the candidate’s communication skills?"

Type: Single Choice (e.g., Excellent, Good, Fair, Poor) or Text (free-form).

Question Text: "What are the candidate’s key strengths observed during the interview?"

Type: Text (allows open-ended response).

Question Text: "Would you recommend this candidate for the role? Why or why not?"

Type: Text.

Details: Since it’s unscored, avoid assigning scores to responses. Questions should align with hiring

manager feedback needs. You can skip this step if the task only requires the template shell, but

adding questions ensures it’s ready for use.

Step 9: Set the Audience (Optional Configuration)

Action: Optionally restrict the template to Hiring Managers (recommended for context).

Navigation: Look for an "Audience" or "Role" section in the template form (availability depends on

system configuration).

Fields to Fill:

Role: Select "Hiring Manager" (if available) to target this template to hiring managers.

Details: This step isn’t explicitly required but aligns with the template’s purpose. If no such option

exists, the template will be available to all recruiting users by default.

Step 10: Save and Validate the Template

Action: Save the template and verify its configuration.

Navigation: Click "Save" or "Save and Close" at the bottom of the form.

Validation: Reopen the template from the Manage Questionnaire Templates page to confirm:

ID: HIRING_MANAGER_INTERVIEW_FEEDBACK

Name: Hiring Manager Interview Feedback

Description: Generic template for basis of Hiring Manager interview feedback questionnaires

Instructions: Please complete all questions, basing your responses on the interview

Type: Interview Feedback

Scoring: Unscored (no rating model)

Status: Active

Step 11: Test the Questionnaire Template

Action: Test the template by associating it with an interview in a job requisition.

Navigation:

Go to My Client Groups > Recruiting > Job Requisitions.

Open an existing requisition or create a new one (e.g., for a test job).

Move a candidate to the Interview phase in the Candidate Selection Process.

Schedule an interview:

Go to Interviews tab > Click "Schedule Interview".

In the interview setup, select "Hiring Manager Interview Feedback" from the Questionnaire Template

dropdown.

Assign the interview to a hiring manager (use a test user if needed).

Log in as the hiring manager (or use a test account).

Access the interview feedback task via My Tasks or the candidate’s profile > Complete the

questionnaire.

Verification:

Confirm the instructions display: "Please complete all questions, basing your responses on the

interview."

Answer the questions (if added) and submit; ensure no scores are calculated.

Check that the feedback is recorded in the candidate’s profile.

Step 12: Deploy Changes (If in Sandbox)

Action: If configured in a sandbox, publish the changes to production.

Navigation: Go to Sandboxes > Select your sandbox > Click "Publish".

Details: This step ensures the template is available in the live environment for recruiting users.

Exact Extract

In Oracle Recruiting Cloud, Questionnaire Templates are used to standardize data collection, such as

interview feedback from hiring managers. This task requires:

Unscored: No rating model is applied, making it qualitative feedback rather than a scored evaluation.

Interview Feedback Type: Classifies the template for use in the interview phase, distinct from

prescreening or offer questionnaires.

Specific ID and Name: Ensures uniqueness and clarity (HIRING_MANAGER_INTERVIEW_FEEDBACK

and "Hiring Manager Interview Feedback").

Description and Instructions: Provides context and guidance for users, meeting the exact text

requirements.

The Manage Questionnaire Templates task in the Recruiting and Candidate Experience Management

work area is the primary tool for this setup. Questions can be added to make the template

functional, though the task focuses on the template’s shell. Testing via a requisition confirms its

usability by hiring managers. Reference: Oracle Recruiting Cloud Configuration Guide, Chapter on

Managing Questionnaire Templates; Oracle Recruiting Cloud User Guide, Interview Feedback section.

In Oracle Recruiting Cloud (IRC), the Content Library (referred to as Content Manager in the context of the UI task) is the centralized tool used to create, manage, and modify reusable content items. This includes notification templates used throughout the recruiting lifecycle. The IRCJobOfferDeclinedInternal message is a standard notification template specifically for the recruiting module. Therefore, to edit its text and clarify the content for hiring managers, the administrator must navigate to the Recruiting Content Library.

B. In BI Publisher: BI Publisher is a reporting tool for creating pixel-perfect, formatted documents like offer letters or complex reports, not for editing the text of standard system notifications.

C. In OTBI: Oracle Transactional Business Intelligence (OTBI) is a tool for real-time, self-service analysis and reporting on business data, not for configuring or editing application text or notifications.

D. In Alerts Composer: While Alerts Composer is a tool for managing notifications across Oracle Fusion Cloud HCM, recruiting-specific notifications are managed within the dedicated Recruiting Content Library for better reusability and context.

1. Oracle Fusion Cloud Recruiting

Implementing Recruiting

24B

Chapter: Recruiting Content Library.

Section: Overview of the Recruiting Content Library: "You use the Recruiting Content Library to create and manage content that you can reuse in your recruiting processes. For example

you can create notifications

job application questions

and various templates." This directly states that notifications are managed within the Content Library.

2. Oracle Fusion Cloud Recruiting

Implementing Recruiting

24B

Chapter: Job Offer Notifications.

Section: Job Offer Notifications: This section lists various job offer notifications

including those for when an offer is declined. It explains that these notifications are configured using templates stored in the Recruiting Content Library. The IRCJobOfferDeclinedInternal is one such notification. The configuration path provided is Setup and Maintenance > Offering: Recruiting and Candidate Experience > Functional Area: Recruiting and Candidate Experience Management > Task: Recruiting Content Library.