[Aug 01, 2025] SAP C_THR84_2405 Exam Dumps Are Essential To Get Good Marks
Latest SAP C_THR84_2405 Dumps with Test Engine and PDF (New Questions)
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NEW QUESTION # 31
You have enabled Candidate Relationship Management created a branded email layout for your customer. When can this custom email layout be used? Note: There are 2 correct answers to this question.
- A. When sending an email associated with an applicant status
- B. When sending an email from the Applicant Workbench
- C. When sending an email associated with a Recruiting email trigger
- D. When sending an email from the Candidate Search page
Answer: B,D
NEW QUESTION # 32
What configurations are available so that your customer's Career Site Builder administrators are notified when their SSL certificate needs to be renewed?
Note: There are 3 correct answers to this question
- A. From CSB > Users > Roles, provide permission for SSL Certificates.
- B. From CSB > Users > Roles, provide permission for IDP Configuration:
- C. From CSB > Users > Roles, provide permission for the Site Configuration menu.
- D. From CSB > Settings > Data Privacy & Security Settings, enable the Content Security Policy.
- E. From CSB > Users > Admin Users, select Enable SSL Notification.
Answer: A,C,E
Explanation:
To enable the SSL notification feature for Career Site Builder administrators, you need to do the following configurations:
From CSB > Users > Roles, provide permission for SSL Certificates. This allows the administrators to view and manage the SSL certificates for their sites.
From CSB > Users > Roles, provide permission for the Site Configuration menu. This allows the administrators to access the site settings, such as domain, language, and analytics.
From CSB > Users > Admin Users, select Enable SSL Notification. This allows the administrators to receive email notifications when their SSL certificates are about to expire or have expired. The other options are not related to the SSL notification feature. The IDP Configuration permission is for configuring the identity provider settings for single sign-on. The Content Security Policy setting is for defining the sources of content that are allowed to load on the site. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Site Setup, Lesson: SSL Certificates, Slide 4-5.
NEW QUESTION # 33
Which of the following options from SAP SuccessFactors Recruiting can customers use to automate job delivery?Note: There are 2 correct answers to this question.
- A. Automated standard XML feeds and scheduled job scraping
- B. Automated standard XML feeds and Recruiting Posting
- C. Automated Recruiting Posting and scheduled job scraping
- D. Automated standard XML feeds and custom XML feeds
Answer: B,D
Explanation:
Job delivery is the process of distributing job postings to various channels, such as job boards, social media, or search engines, to attract candidates to the Career Site Builder (CSB) site. SAP SuccessFactors Recruiting offers two options to automate job delivery:
Automated standard XML feeds and custom XML feeds: This option allows customers to generate XML files that contain the job data from SAP SuccessFactors Recruiting Management and send them to the selected job boards via FTP or HTTP. The standard XML feed is a predefined format that is compatible with most job boards, while the custom XML feed is a customized format that can be tailored to the specific requirements of a job board. Customers can configure the frequency, content, and destination of the XML feeds in the Manage Job Board Settings tool in SAP SuccessFactors Recruiting Management.
Automated standard XML feeds and Recruiting Posting: This option allows customers to leverage the Recruiting Posting solution, which is a cloud-based service that connects SAP SuccessFactors Recruiting Management with over 4000 job boards and social media platforms. Customers can use the standard XML feed to send the job data to the Recruiting Posting solution, which then distributes the job postings to the selected channels. Customers can also track the performance and status of the job postings in the Recruiting Posting dashboard.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Overview of Job Delivery SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Job Delivery <= 10%
NEW QUESTION # 34
What happens if a candidate is navigating the Career Site Builder site and clicks to access a branded page that has NOT been built?
- A. The home page for that brand will display.
- B. An error message will be displayed.
- C. A message will display asking the candidate to select a brand.
- D. The page for the default brand will display.
Answer: D
Explanation:
If a candidate tries to access a branded page that has not been built, the system will automatically redirect them to the page for the default brand. This is because the default brand is used as a fallback option when a specific brand is not available or configured. The default brand should have all the pages that are required for the candidate experience, such as the home page, the job search page, the job details page, etc. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Brands, Slide 9.
NEW QUESTION # 35
Which of these Recruiting features use generic objects?Note: There are 2 correct answers to this question.
- A. Talent pool status sets
- B. Marketing brands
- C. Activity tracking
- D. Recruiting teams
Answer: A,B
Explanation:
Marketing brands and talent pool status sets are two of the Recruiting features that use generic objects. Generic objects are custom objects that can be created and configured in the Metadata Framework (MDF) to extend the functionality and the flexibility of the SAP SuccessFactors solutions. Generic objects can have their own fields, associations, rules, validations, and UI configurations. Some of the benefits of using generic objects are:
They can be easily created and maintained by the administrators without coding or provisioning.
They can be integrated with other SAP SuccessFactors modules and features, such as Role-Based Permissions, Reporting, and Intelligent Services.
They can be updated and deployed without affecting the system performance or availability.
Marketing brands and talent pool status sets are examples of generic objects that are used in the Recruiting module to enhance the candidate experience and the recruiter efficiency. Marketing brands are generic objects that define the branding and the messaging of the customer's organization to attract and engage the candidates. Marketing brands can have different attributes, such as the brand name, the brand logo, the brand description, the brand color, the brand font, and the brand email signature. Marketing brands can be associated with other generic objects, such as job requisitions, email campaigns, and landing pages, to create a consistent and personalized candidate experience. Talent pool status sets are generic objects that define the stages and the actions of the candidate relationship management (CRM) process. Talent pool status sets can have different attributes, such as the status set name, the status set description, the status set type, and the status set values. Talent pool status sets can be associated with other generic objects, such as talent pools, talent pool candidates, and email templates, to manage and track the candidate pipeline and the communication.
The other two options are incorrect because:
Recruiting teams are not generic objects, but rather standard objects that are predefined and configured in the Recruiting Management system. Recruiting teams are objects that define the roles and the responsibilities of the users who are involved in the recruiting process, such as the hiring manager, the recruiter, the interviewer, and the coordinator. Recruiting teams can be associated with other standard objects, such as job requisitions, job applications, and offer approvals, to assign and control the access and the actions of the users.
Activity tracking is not a generic object, but rather a standard feature that is enabled and configured in the Provisioning system. Activity tracking is a feature that records and displays the activities and the interactions of the candidates and the recruiters throughout the recruiting process, such as the candidate views, the candidate applies, the recruiter emails, and the recruiter notes. Activity tracking can be integrated with other standard features, such as Reporting, Intelligent Services, and Email Notifications, to analyze and improve the candidate experience and the recruiter efficiency.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
[THR84 - SAP SuccessFactors Recruiting: Candidate Experience Academy]
[THR84 - Unit 3: Candidate Relationship Management]
[THR84 - Unit 4: Career Site Builder Global Settings and Global Styles]
NEW QUESTION # 36
What are some of the ways that candidates can be added to a talent pool?Note: There are 3 correct answers to this question.
- A. Add from an email campaign.
- B. Candidates can add themselves.
- C. Add from the Candidate Workbench (Talent Pipeline page).
- D. Add from a Candidate Search.
- E. Auto-populate from a saved search.
Answer: C,D,E
Explanation:
Candidates can be added to a talent pool from the following sources:
Candidate Workbench (Talent Pipeline page): You can manually add candidates to a talent pool from the Talent Pipeline page, which shows all the candidates who have applied to your jobs or have been sourced by you or your team12.
Auto-populate from a saved search: You can create a saved search based on certain criteria and assign it to a talent pool. This will automatically add any candidates who match the criteria to the talent pool13.
Add from a Candidate Search: You can perform a candidate search using keywords, filters, or Boolean operators and add the search results to a talent pool14.
You cannot add candidates to a talent pool from an email campaign or allow candidates to add themselves. Email campaigns are used to communicate with candidates who are already in a talent pool1 . Candidates can only join a talent community, which is a broader group of candidates who have expressed interest in your company, but not a specific job or talent pool1 . Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Talent Pools, pages 5-3 to 5-9.
NEW QUESTION # 37
Career Site Design and Accessibility
When internal career site is enabled, what can be different on the Career Site Builder site for internal employees and external candidates?Note: There are 2 correct answers to this question.
- A. Internals and externals may see different job layouts.
- B. Internals and externals may see different page components.
- C. Internals and externals may be able to apply to different jobs.
- D. Internals and externals may see different headers and footers.
Answer: B,C
Explanation:
When internal career site is enabled, you can configure different settings and content for internal employees and external candidates on your Career Site Builder site. This allows you to tailor the candidate experience based on the audience and the business needs. Some of the differences that can be applied are:
Internals and externals may be able to apply to different jobs: You can set up job requisitions to be visible only to internal employees, only to external candidates, or to both. This way, you can control who can view and apply to certain jobs based on their eligibility and suitability. You can also set up different application processes and forms for internals and externals, such as requiring different information or documents, or enabling different integrations or assessments.
Internals and externals may see different page components: You can create different page components for internal employees and external candidates, such as banners, videos, testimonials, or forms. You can also assign different page components to different pages based on the audience, such as showing different messages or images on the home page, category page, or job details page. This way, you can customize the look and feel of your site and provide relevant and engaging content for each group.
Internals and externals may see different headers and footers: This is not a correct answer, because the header and footer settings are global and apply to the entire site, regardless of the audience. You cannot create or assign different headers and footers for internal employees and external candidates. However, you can use the header and footer components to display different links or menus based on the audience, such as showing different career site pages, external sites, or internal resources.
Internals and externals may see different job layouts: This is not a correct answer, because the job layout settings are also global and apply to the entire site, regardless of the audience. You cannot create or assign different job layouts for internal employees and external candidates. However, you can use the job layout components to display different information or actions based on the audience, such as showing different job details, apply buttons, or share options. Reference
NEW QUESTION # 38
Which of the following is NOT one of the five standard statuses that are displayed in Advanced Analytics?
- A. Apply Complete
- B. Interviewed
- C. Offer Made
- D. Forwarded
Answer: D
Explanation:
Advanced Analytics is a reporting tool that allows you to measure and optimize the candidate experience on your Career Site Builder (CSB) site. It tracks the candidates' behavior and actions on the site, such as page views, searches, applications, and referrals. It also tracks the candidates' progress through the application process, using five standard statuses: Apply Start, Apply Complete, Interviewed, Offer Made, and Hired. These statuses are based on the status configuration in SAP SuccessFactors Recruiting Management. Forwarded is not one of the standard statuses in Advanced Analytics, as it is not a relevant indicator of the candidate experience.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 7: Implement Advanced Analytics, Lesson: Overview of Advanced Analytics SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Implement Advanced Analytics <= 10%
NEW QUESTION # 39
You have created a data capture form. What are some options when adding the form to a Landing page?Note: There are 3 correct answers to this question.
- A. You can customize the instructions to complete the form.
- B. You can configure a specific job alert associated with candidates who submit the form.
- C. You can add or remove fields on the data capture form.
- D. You can configure the options when a candidate already has a candidate profile.
- E. You can modify the messages displayed after the candidate submits the form.
Answer: A,B,E
Explanation:
You can create a data capture form to collect information from candidates who visit your career site. You can use the form to build your talent pool, segment your candidates, and send them personalized communications. When you add the form to a Landing page, you have some options to customize the form and its behavior. Some of these options are:
You can configure a specific job alert associated with candidates who submit the form. This allows you to send relevant job notifications to the candidates based on their preferences and qualifications1.
You can customize the instructions to complete the form. This allows you to provide clear and concise guidance to the candidates on how to fill out the form and what information is required2.
You can modify the messages displayed after the candidate submits the form. This allows you to thank the candidates for their interest, confirm their submission, and provide any additional information or next steps3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Creating Data Capture Forms, Slide 11 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 5: Candidate Relationship Management, Lesson: Creating Data Capture Forms, Slide 12 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Candidate Relationship Management 11% - 20%
NEW QUESTION # 40
In Admin Center -> Setup Recruiting Marketing Job Field Mapping, which of the following job requisition fields is often mapped to support writing Category Page rules?
- A. Product Service
- B. Number of Openings
- C. Department (Category)
- D. Hiring Manager
Answer: B
Explanation:
The Department (Category) field is often mapped to support writing Category Page rules because it allows you to create dynamic pages based on the department of the job requisition. For example, you can create a page that displays all the jobs in the Marketing department, or a page that shows the department overview and culture. The other fields are not as useful for creating Category Pages, as they are either too specific (Product Service, Hiring Manager) or too general (Number of Openings). Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Job Data and Job Field Mapping, Lesson: Job Field Mapping, Slide 10.
NEW QUESTION # 41
Career Site Builder Global Settings and Global Styles
What must you consider when configuring custom headers in Career Site Builder?
- A. If a custom header is configured, then all of the headers on the career site must be custom.
- B. Each component in a custom header must be configured on a separate row.
- C. The same custom layout is displayed on both desktop and mobile devices.
- D. The Logo component is required.
Answer: D
Explanation:
Option C is correct because the Logo component is required when configuring a custom header in Career Site Builder. The Logo component displays the customer's logo and links to the home page of the career site. It is the only component that cannot be removed or replaced in a custom header1.
Option A is incorrect because if a custom header is configured, then only the headers that use the same brand and locale as the custom header will be affected. The other headers on the career site will use the default header style or the header style that is configured for their brand and locale1.
Option B is incorrect because the custom layout for desktop and mobile devices can be different. Career Site Builder allows you to configure the custom header components separately for the Desktop Layout and the Mobile Layout tabs. You can add, remove, or rearrange the components for each layout to optimize the user experience on different devices1.
Option D is incorrect because each component in a custom header can be configured on the same row or on a different row, depending on the desired layout. Career Site Builder allows you to drag and drop the components to the header rows and columns and adjust the width and alignment of each component1.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
3: Configuring a Custom Header | SAP Help Portal
NEW QUESTION # 42
Career Site Design and Accessibility
What are some leading practices to ensure that a website is accessible? Note: There are 3 correct answers to this question.
- A. Carefully review the site's code to look for issues with tagging and other elements.
- B. Review the site using assistive technology such as a screen reader like JAWS or NVDA.
- C. Ask people in your IT department to test the site.
- D. Use an online accessibility checker, such as WAVE, to test the site.
- E. Ask people with disabilities to test the site.
Answer: B,D,E
Explanation:
Option A is correct because asking people with disabilities to test the site is a leading practice to ensure that the website is accessible. People with disabilities can provide valuable feedback and insights on how the site works for them, what barriers or challenges they face, and what improvements can be made to enhance their user experience1.
Option B is incorrect because asking people in your IT department to test the site is not a sufficient practice to ensure that the website is accessible. People in your IT department may not have the expertise or the perspective of people with disabilities, and they may not be able to identify or address all the accessibility issues that may arise on the site1.
Option C is correct because using an online accessibility checker, such as WAVE, to test the site is a leading practice to ensure that the website is accessible. An online accessibility checker is a tool that can automatically scan and evaluate the site for common accessibility errors, such as missing alt text, low contrast, broken links, and invalid code. It can also provide suggestions and recommendations on how to fix the errors and improve the site's accessibility2.
Option D is correct because reviewing the site using assistive technology such as a screen reader like JAWS or NVDA is a leading practice to ensure that the website is accessible. A screen reader is a software that converts text and images on the screen into speech or braille output for people who are blind or have low vision. Reviewing the site using a screen reader can help you understand how the site is perceived and navigated by people who rely on this technology, and what issues or difficulties they may encounter on the site.
Option E is incorrect because carefully reviewing the site's code to look for issues with tagging and other elements is not a reliable practice to ensure that the website is accessible. While reviewing the site's code can help you check for some technical aspects of accessibility, such as semantic markup, headings, labels, and roles, it cannot guarantee that the site is accessible for all users and devices. Accessibility is not only about code, but also about design, content, functionality, and usability1.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
3: Web Accessibility Evaluation Tools List | W3C
4: WAVE Web Accessibility Evaluation Tool
[5]: Screen Readers | WebAIM
NEW QUESTION # 43
What are some leading practices regarding the timing of the Advanced Analytics implementation?Note: There are 3 correct answers to this question.
- A. Advanced Analytics can be implemented when the applicant status set is created.
- B. The steps to implement Advanced Analytics must be completed over two or more days.
- C. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
- D. Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live.
- E. Implement Advanced Analytics immediately following the Career Site Builder site go-live.
Answer: C,D,E
Explanation:
Some leading practices regarding the timing of the Advanced Analytics implementation are:
Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live. This means that you do not lose any historical data if you delay the Advanced Analytics configuration1.
Implement Advanced Analytics immediately following the Career Site Builder site go-live. This helps you to monitor the performance and effectiveness of your career site and optimize it based on the insights from the reports2.
The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun. This is because the Advanced Analytics reports are based on the applicant status set, which is already defined in the Recruiting Management module. You do not need to create any custom fields or mappings for the Advanced Analytics reports3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 6 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 7 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Implement Advanced Analytics <= 10%
NEW QUESTION # 44
Replacing the search grid in Career Site Builder with tiles achieves which of the following? Note: There are 2 correct answers to this question.
- A. It allows any of the fields on the job requisition to be displayed on the tiles.
- B. It allows any of the mapped fields to be displayed on the tiles.
- C. It allows users to tab through the search results.
- D. It allows users to share jobs on social media more easily.
Answer: A,B
Explanation:
According to the SAP Help Portal1, replacing the search grid in Career Site Builder with tiles achieves the following benefits:
It allows any of the mapped fields to be displayed on the tiles. You can customize the tile layout and content by selecting the fields you want to show from the list of available fields in the Search Tiles tab in Appearance Styles Global Styles (Brand)1.
It allows any of the fields on the job requisition to be displayed on the tiles. You can also use the custom fields that you have created in the job requisition template as part of the tile content1.
It does not allow users to tab through the search results. This is a feature of the grid layout, which enables keyboard navigation through the search results2. For that reason, the tile layout is not recommended for accessibility purposes3.
It does not allow users to share jobs on social media more easily. This is a feature of the Job Details component, which enables users to share the job posting on various social media platforms. This component can be used in both grid and tile layouts. Reference: Search Tiles Settings in Career Site Builder Global Styles, Search-Related Settings in Career Site Builder, Configuring Search Grid Settings, [Job Details Component]
NEW QUESTION # 45
You have enabled Candidate Relationship Management and created a branded email layout for your customer.When can this custom email layout be used?Note: There are 2 correct answers to this question.
- A. When sending an email associated with an applicant status
- B. When sending an email associated with a Recruiting email trigger
- C. When sending an email from the Candidate Workbench
- D. When sending an email from the Candidate Search page
Answer: C,D
Explanation:
You can create a branded email layout for your customer to customize the look and feel of your email communications with candidates. You can use the email layout to add your logo, colors, fonts, and other elements that match your brand identity. You can also use the email layout to add dynamic content, such as candidate name, job title, or recruiter name, to personalize your messages. When you have enabled Candidate Relationship Management and created a branded email layout, you can use it in the following scenarios:
When sending an email from the Candidate Workbench: The Candidate Workbench is a tool that allows you to manage your candidates and their activities. You can use the Candidate Workbench to send emails to individual or multiple candidates, and select the email layout that you want to use1.
When sending an email from the Candidate Search page: The Candidate Search page is a tool that allows you to search for candidates based on various criteria, such as keywords, location, skills, or status. You can use the Candidate Search page to send emails to the candidates that match your search results, and select the email layout that you want to use2.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Sending Emails to Candidates, Slide 8 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 5: Candidate Relationship Management, Lesson: Sending Emails to Candidates, Slide 9 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Candidate Relationship Management 11% - 20%
NEW QUESTION # 46
What are some options when sending an email campaign?Note: There are 2 correct answers to this question.
- A. A test email can be sent.
- B. An email campaign can be sent multiple times.
- C. Up to 5 million candidates can be added to an email campaign.
- D. Email campaigns can be configured to be sent at a later time.
Answer: A,B
Explanation:
When sending an email campaign, you have the following options:
An email campaign can be sent multiple times. You can use the same email campaign template and content to send to different groups of candidates or at different times. You can also edit the email campaign before sending it again, if needed.
A test email can be sent. You can send a test email to yourself or to a colleague to preview how the email campaign will look and function. This can help you check the formatting, layout, links, and personalization of the email campaign before sending it to the actual candidates. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Candidate Relationship Management, Lesson: Email Campaigns, Slide 10-11.
NEW QUESTION # 47
What are some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers?Note: There are 2 correct answers to this question.
- A. Automated OData feeds
- B. Automated XML feeds
- C. Recruiting Posting
- D. Job scrapes
Answer: B,C
Explanation:
Some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers are:
Automated XML feeds: This is a method of sending job data from SAP SuccessFactors Recruiting to external job boards or aggregators in a standardized format. XML feeds can be configured to run on a scheduled basis, and can include filters and parameters to control the data that is sent. XML feeds can improve the accuracy, timeliness, and reach of your job postings, and can also enable tracking and reporting of the source of candidates.
Recruiting Posting: This is a feature of SAP SuccessFactors Recruiting that allows you to post jobs to multiple job boards or aggregators with a single click. Recruiting Posting can be accessed from the Job Requisition page, where you can select the channels, countries, and languages for your job postings. Recruiting Posting can save you time and money, and can also provide analytics and insights on the performance of your job postings.
Automated OData feeds and job scrapes are not leading practices to distribute jobs for SAP SuccessFactors Recruiting customers. OData feeds are used to extract data from SAP SuccessFactors Recruiting for reporting or integration purposes, but they are not designed to send job data to external sites. Job scrapes are methods of extracting job data from your career site by external job boards or aggregators, but they are not reliable, secure, or consistent, and they may not capture all the relevant data or reflect the latest changes. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration HR840 - SAP SuccessFactors Recruiting: Recruiter Experience Administration
NEW QUESTION # 48
Site Setup
In Command Center, which of the following filters are available when you search for a site?Note: There are 3 correct answers to this question.
- A. Career Site URL
- B. Recruiting Management Data Center
- C. Manage API Credentials
- D. Recruiting Management Company ID
- E. Single Sign-On Security Key
Answer: A,B,D
Explanation:
In Command Center, the following filters are available when you search for a site:
Career Site URL: This filter allows you to search for a site by its URL, which is the web address that candidates use to access the site1.
Recruiting Management Data Center: This filter allows you to search for a site by its data center, which is the physical location where the site's data is stored and processed2.
Recruiting Management Company ID: This filter allows you to search for a site by its company ID, which is the unique identifier that SAP assigns to each customer instance3.
The other options are not valid filters for searching for a site in Command Center:
Single Sign-On Security Key: This is not a filter, but a setting that enables single sign-on (SSO) for a site, which is a feature that allows candidates to log in to the site using their existing credentials from another system4.
Manage API Credentials: This is not a filter, but a setting that allows you to manage the API credentials for a site, which are the keys that enable the site to communicate with external systems using application programming interfaces (APIs).
NEW QUESTION # 49
Candidate Relationship Management
Your customer is planning to host a virtual job fair to connect with potential candidates who have experience in the medical industry. You create a Candidate Profile Extension field with an associated picklist. Where will you add this field so that candidates can complete it during the job fair even if they do NOT apply for a job?
- A. Add the field to the Application template.
- B. Add the field to a data capture form.
- C. Add the field to the Candidate Profile template.
- D. Add the field to the Create an Account page.
Answer: B
Explanation:
Option A is correct because adding the field to a data capture form will allow candidates to complete it during the job fair even if they do not apply for a job. A data capture form is a tool that collects candidate information on a landing page without requiring them to create an account or submit an application. Data capture forms can be used for events, campaigns, or surveys to engage with potential candidates and build talent pools1.
Option B is incorrect because adding the field to the Application template will only allow candidates to complete it if they apply for a job. The Application template is the form that candidates fill out when they apply for a specific job requisition on the career site. The Application template is not suitable for capturing candidate information for general events or campaigns2.
Option C is incorrect because adding the field to the Candidate Profile template will only allow candidates to complete it if they create or update their profile on the career site. The Candidate Profile template is the form that candidates fill out when they create or update their profile on the career site. The Candidate Profile template is not suitable for capturing candidate information for general events or campaigns3.
Option D is incorrect because adding the field to the Create an Account page will only allow candidates to complete it if they create an account on the career site. The Create an Account page is the page that candidates see when they click on the Create an Account button on the career site. The Create an Account page is not suitable for capturing candidate information for general events or campaigns.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
3: Creating and Editing Data Capture Forms | SAP Help Portal
4: Application Template | SAP Help Portal
5: Candidate Profile Template | SAP Help Portal
[6]: Create an Account Page | SAP Help Portal
NEW QUESTION # 50
Which elements need to be checked after a Career Site Builder site is moved from stage to production?
- A. Site kit selection
- B. External redirects open in the same browser tab
- C. Site URLs
- D. Map settings
Answer: C
Explanation:
After a Career Site Builder site is moved from stage to production, the site URLs need to be checked to ensure that they are pointing to the correct environment and domain. The site kit selection, map settings, and external redirects are not affected by the move to production and do not need to be checked. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Move to Production, Slide 8.
NEW QUESTION # 51
Fields defined on the job requisition and mapped to Career Site Builder can be used for which purposes?Note: There are 3 correct answers to this question.
- A. Add to data capture forms
- B. Display in the site header or footer
- C. Display on the job layout
- D. Use to create category page rules
- E. Display on search results
Answer: A,C,E
NEW QUESTION # 52
Candidate Relationship Management
Assume that your customer owns a chain of retail stores. They require talent pools based on attributes of the stores, such as Goods Sold, Store Size, and Location.What are the steps to achieve this use case? Note: There are 3 correct answers to this question.
- A. Use the standard filter fields in SAP SuccessFactors HXM Suite to represent the attributes.
- B. Ensure that the location foundation object is enabled and that all required locations have been created.
- C. Edit the talent pool and select values for the additional attributes.
- D. Create custom generic objects for Goods Sold and Store Size.
- E. When naming the talent pool, list all of the attributes and their values.
Answer: B,C,D
Explanation:
To achieve this use case, you need to do the following:
Create custom generic objects for Goods Sold and Store Size in the Metadata Framework (MDF). These objects will store the values for the attributes of the stores. You also need to create associations between these objects and the standard Location Foundation Object.
Ensure that the location foundation object is enabled and that all required locations have been created in the Manage Data tool. You also need to assign values for Goods Sold and Store Size to each location.
Edit the talent pool and select values for the additional attributes. You can use the standard filter fields in SAP SuccessFactors HXM Suite to filter candidates by location, and then use the custom filter fields to filter candidates by Goods Sold and Store Size. You can also name the talent pool according to the attributes and their values.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Talent Pools SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%
NEW QUESTION # 53
You have created a data capture form for your customer and now are configuring the Recruiting Email Notification template and Recruiting email trigger for candidates who complete the form.Which trigger will you enable for this purpose?
- A. Recruiting Manual Candidate Creation Notification
- B. Welcome/Thanks for Creating Account
- C. Data Capture Form Submitted - Welcome and Set Password Email
- D. Career Site E-Mail Notification
Answer: C
NEW QUESTION # 54
Who delivers the sitemap links to Google and Bing after the Career Site Builder site has been moved to Production?
- A. Consultant submits a request through the SAP Support Portal
- B. Consultant submits a request through the SAP SuccessFactors HXM Cloud Operations Portal
- C. Professional Services
- D. Functional consultant or customer
Answer: C
Explanation:
After the Career Site Builder site has been moved to production, the consultant submits a request through the SAP SuccessFactors HXM Cloud Operations Portal to deliver the sitemap links to Google and Bing. The sitemap links are XML files that contain the URLs of all the pages on the site, which help the search engines to crawl and index the site. The consultant needs to provide the following information in the request: the site ID, the site URL, the site language, and the site owner's email address. The SAP SuccessFactors HXM Cloud Operations team will then generate the sitemap links and submit them to Google and Bing on behalf of the consultant.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Sitemap Links SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Move to Production <= 10%
NEW QUESTION # 55
What must you consider when using custom fonts in Career Site Builder (CSB)?
- A. Once a custom font is uploaded, the fonts of existing components are replaced.
- B. Remember that only one custom font can be uploaded in CSB.
- C. Ensure that the font is uploaded in a ZIP file.
- D. Ensure that the customer owns the font license.
Answer: D
Explanation:
When using custom fonts in Career Site Builder, you must ensure that the customer has the legal right to use the font on their career site. This means that the customer must own the font license or have permission from the font owner. Uploading a custom font without a license may result in legal issues or penalties for the customer. Therefore, it is important to verify the font license before uploading it in Career Site Builder. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Fonts, Slide 6.
NEW QUESTION # 56
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