2025 C_THR84_2411 Question Bank: Free PDF Download Recently Updated Questions
C_THR84_2411 Certification Exam Dumps with 88 Practice Test Questions
NEW QUESTION # 44
What must you consider when using custom fonts in Career Site Builder (CSB)?
- A. Remember that only one custom font can be uploaded in CS
- B. Once a custom font is uploaded the fonts of existing components are replaced.
- C. Ensure that the font is uploaded in a ZIP file.
- D. Ensure that the customer owns the font license.
Answer: D
NEW QUESTION # 45
It is important for customers to be able to report on which candidates arrived at their Career Site Builder (CSB) site from their corporate site.What are the actions you need to take to facilitate this reporting?Note: There are 2 correct answers to this question.
- A. Add a campaign code to all XML job feeds that you create for your customer.
- B. Recommend that your customer opt-in for the Organic Network.
- C. Submit the Referral Engine Task support ticket after moving your customer's CSB site to production.
- D. Deliver source-coded backlinks so that your customer can replace all links from their externally- hosted sites to their CSB site.
Answer: C,D
Explanation:
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, the actions you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site are:
Deliver source-coded backlinks so that your customer can replace all links from their externally-hosted sites to their CSB site. This means that you need to add a source parameter to the URL of each link that points to the CSB site, such as ?source=corporate. This will allow the CSB site to track the source of the traffic and report it in the Advanced Analytics dashboard1.
Submit the Referral Engine Task support ticket after moving your customer's CSB site to production. This is a mandatory step that enables the Referral Engine feature, which is a tool that allows you to create and manage referral campaigns for your CSB site. The Referral Engine also provides reporting on the referral sources and conversions of the candidates who applied through the CSB site1.
Adding a campaign code to all XML job feeds that you create for your customer is not an action you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site. This is because the campaign code is used to track the performance of the job postings on external platforms, such as job boards or social media, and not on the corporate site. The campaign code is also optional and not required for the XML job feeds to work23.
Recommending that your customer opt-in for the Organic Network is not an action you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site. This is because the Organic Network is a feature that allows your customer to leverage the existing traffic on their CSB site to promote their jobs to other relevant candidates, and not to track the traffic from their corporate site. The Organic Network is also optional and not required for the CSB site to function4.
NEW QUESTION # 46
Sometimes there are more qualified candidates for a position than the company needs to hire. Your customer would like recruiters to consolidate these candidates for their critical positions in a central location.
What do you recommend?
Note: There are 2 correct answers to this question.
- A. Create a field such as "Silver Medalist" on the application view of the Candidate Workbench and select it for qualified candidates who were NOT hired.
- B. Create a specific applicant status on the Talent Pipeline and move qualified candidates who were NOT hired there.
- C. Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
- D. Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
Answer: B,C
Explanation:
To consolidate qualified candidates who were not hired for critical positions in a central location, you can use the following features:
Talent pools: These are groups of candidates that share common characteristics, such as skills, interests, or qualifications. You can create talent pools and add qualified candidates who were not hired to the appropriate talent pools, to maintain a relationship with them and engage them for future opportunities. You can also use the Candidate Relationship Management feature to send targeted email campaigns, invitations, or surveys to the candidates in your talent pools.
Talent Pipeline: This is a feature that allows you to track the progress of candidates through different stages of the recruiting process, such as sourced, contacted, screened, interviewed, or offered. You can create a specific applicant status on the Talent Pipeline, such as "Silver Medalist" or "Backup", and move qualified candidates who were not hired there, to keep them visible and accessible for the recruiters. You can also use the Talent Pipeline to view the candidate profile, history, and notes, and to perform actions such as sending emails, scheduling interviews, or changing statuses.
Creating a Content page on the career site or a field on the application view of the Candidate Workbench are not recommended ways to consolidate qualified candidates who were not hired. A Content page on the career site is a page that displays custom content, such as company culture, benefits, testimonials, or events. It is not a suitable place to store or manage candidate data, as it is public and not integrated with the Recruiting Management module. A field on the application view of the Candidate Workbench is a field that displays additional information about the candidate, such as resume, cover letter, or ratings. It is not a convenient way to group or filter candidates, as it is not searchable or sortable, and it does not allow bulk actions or communications. 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 # 47
Your customer requires a branded career site is using the Unified Data Model. What are some of the configuration steps that you must complete?
Note: There are 3 correct answers to this question.
- A. Create the brands from Manage Data.
- B. Map the brand field from Setup Recruiting Marketing Job Field Mapping.
- C. Create a microsite for each brand.
- D. Configure the standard Marketing Brand Generic Object.
- E. Configure a custom Marketing Brand Generic Object.
Answer: B,C,D
NEW QUESTION # 48
What are some of the responsibilities of a functional consultant on a Career Site Builder (CSB) implementation?Note: There are 2 correct answers to this question.
- A. Upsell additional solutions to the customer.
- B. Build the customer's CSB site using custom plugins.
- C. Ensure that the job data supports the customer's recruiting strategy.
- D. Work with the customer to develop a job distribution strategy.
Answer: C,D
Explanation:
Based on the web search results, some of the responsibilities of a functional consultant on a CSB implementation are:
Work with the customer to develop a job distribution strategy. This involves understanding the customer's business goals, target audience, and recruitment channels, and helping them to optimize their job postings and campaigns across various platforms, such as job boards, social media, and search engines12.
Ensure that the job data supports the customer's recruiting strategy. This involves analyzing the job requisitions, job descriptions, and job classifications, and ensuring that they are consistent, accurate, and compliant with the customer's requirements and standards. It also involves configuring the CSB site to display the job data in a user-friendly and accessible way, using features such as search filters, job alerts, and job recommendations3 .
Upsell additional solutions to the customer is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a sales or account manager, who would identify the customer's needs and offer them additional products or services that could enhance their experience or solve their problems.
Build the customer's CSB site using custom plugins is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a technical consultant or a developer, who would create and implement custom code or plugins to extend the functionality or appearance of the CSB site, according to the customer's specifications or requests.
NEW QUESTION # 49
Which of the following is an SAP leading practice regarding the blackout period?
- A. When a change is made to a job requisition, you can expect a delay of up to 24 hours for the job to be moved to the Career Site Builder site via Real-time Job Sync.
- B. When the update code is pushed to Preview, you CANNOT move the Career Site Builder site to Production until after the Production release is complete.
- C. After a Career Site Builder page is published, you may need to wait a few minutes before you can publish additional changes to that page.
- D. After the release information is updated in the What's New Viewer, you may NOT discuss with customers what is included in the release.
Answer: B
Explanation:
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, the blackout period is a time frame during which you should not move your Career Site Builder site to Production. This is because the update code is pushed to Preview first, and then to Production later, usually within a week. If you move your site to Production during this time, you may encounter issues or inconsistencies due to the different code versions. Therefore, the SAP leading practice is to wait until the Production release is complete before moving your site to Production1.
The other options are not related to the blackout period, but rather to other aspects of the Career Site Builder functionality. For example:
Option B refers to the Real-time Job Sync feature, which allows you to sync job requisitions from Recruiting Management to Career Site Builder without any delay. However, this feature requires additional configuration and activation, and it may not be available for all customers2.
Option C refers to the caching mechanism of Career Site Builder, which may cause a slight delay between publishing a page and seeing the changes on the live site. This is normal and expected, and it does not affect the functionality of the site3.
Option D refers to the What's New Viewer, which is a tool that provides information about the new features and enhancements in each release of SAP SuccessFactors. This tool is available for both administrators and end users, and it can be accessed from the SAP SuccessFactors homepage or from the Help Center. There is no restriction on discussing the release information with customers, as long as it is accurate and relevant4. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Real-time Job Sync, Career Site Builder Caching, What's New Viewer
NEW QUESTION # 50
In addition to their Career Site Builder (CSB) site some customers also maintain career information on a site they host externally. The content of what type of page is most often hosted by a customer externally linked with their CSB site?
- A. Content page
- B. Category page
- C. Map page
- D. Landing page
Answer: D
Explanation:
Implement Advanced Analytics
NEW QUESTION # 51
Which of the following are prerequisites for enabling Candidate Relationship Management?
- A. SAP SuccessFactors Onboarding
- B. SAP SuccessFactors Recruiting Posting
- C. A career site built with Career Site Builder
- D. Advanced Analytics in SAP SuccessFactors Recruiting
Answer: C
NEW QUESTION # 52
When the Unified Data Model is enabled which of the following options are available when configuring the search experience? Note: There are 3 correct answers to this question.
- A. Select fields from the job requisition template to display in individual drop-down menus on the search bar.
- B. Select fields from the job requisition template for the search results card designate on which line of the card to display each.
- C. Configure a color or image for the search bar for each of your customer's brands.
- D. Enable location-based searches on the search bar.
- E. Configure options for the search results page the job results cards for each of your customer's brands.
Answer: B,D,E
NEW QUESTION # 53
Sometimes there are more qualified candidates for a position than the company needs to hire. Your customer would like recruiters to consolidate these candidates for their critical positions in a central location.
What do you recommend?
Note: There are 2 correct answers to this question.
- A. Create a Content page on the career site advise recruiters to direct candidates to learn more about what makes a candidate qualified.
- B. Create a specific applicant status such as "Silver Medalist" on the applicant status set move qualified candidates who were NOT hired there.
- C. Create a field on the application view of the Applicant Workbench select it for qualified candidates who were NOT hired.
- D. Create talent pools add qualified candidates who were NOT hired to the appropriate talent pools.
Answer: B,D
NEW QUESTION # 54
What tasks related to job distribution are you responsible for?
Note: There are 3 correct answers to this question.
- A. Work with job boards to arrange special pricing for your customer.
- B. Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor.
- C. Deliver jobs directly to compliance job boards.
- D. Create the customer's standard XML feeds.
- E. Conduct the job delivery intake meeting.
Answer: B,D,E
NEW QUESTION # 55
Which of the following are acceptable configurations that could be added as JavaScript with Career Site Builder?Note: There are 3 correct answers to this question.
- A. Custom third-party chatbots
- B. Custom third-party libraries
- C. Custom third-party survey tools
- D. Custom third-party analytics for tracking purposes
- E. Custom third-party cascading style sheets (CSS)
Answer: A,C,D
Explanation:
Career Site Builder allows you to add custom JavaScript code to your career site for various purposes, such as enhancing the functionality, appearance, or interactivity of your site. However, not all types of JavaScript code are supported or recommended by SAP SuccessFactors. According to the Career Site Builder Implementation Guide, the following types of JavaScript code are acceptable:
Custom third-party survey tools: You can use JavaScript code to embed survey tools from third-party providers, such as SurveyMonkey or Qualtrics, to collect feedback from your site visitors or candidates.
Custom third-party analytics for tracking purposes: You can use JavaScript code to integrate analytics tools from third-party providers, such as Google Analytics or Adobe Analytics, to track and measure the performance of your site, such as traffic, conversions, or bounce rate.
Custom third-party chatbots: You can use JavaScript code to add chatbots from third-party providers, such as Drift or Intercom, to provide live chat support or guidance to your site visitors or candidates.
The following types of JavaScript code are not acceptable:
Custom third-party cascading style sheets (CSS): You cannot use JavaScript code to inject CSS styles from third-party sources, as this may cause conflicts or inconsistencies with the existing styles of your site. You should use the Global Styles feature of Career Site Builder to customize the appearance of your site elements, such as fonts, colors, or layouts.
Custom third-party libraries: You cannot use JavaScript code to load external libraries from third-party sources, such as jQuery or Bootstrap, as this may cause compatibility issues or performance degradation of your site. You should use the built-in components and features of Career Site Builder to create and manage your site content, such as pages, headers, footers, or widgets.
Reference:
Career Site Builder Implementation Guide: This document provides detailed information on how to configure and use Career Site Builder to create and maintain your career site, including how to add custom JavaScript code to your site.
NEW QUESTION # 56
A candidate who has already applied for a job completes a data capture form. They receive a message that their answers on the form were NOT saved. How can the candidate complete any fields on the form that they have NOT yet answered?
Note: There are 2 correct answers to this question.
- A. Existing candidates are NOT able to complete new fields on a data capture form.
- B. To complete any missing fields the recruiter generates a code for the candidate to use when attempting to update the data capture form.
- C. To complete candidate profile extension fields the recruiter includes the candidate in an email campaign with a link to the data capture form.
- D. To complete standard fields on the candidate profile the candidate logs into their candidate profile completes the remaining fields.
Answer: C,D
NEW QUESTION # 57
Manage Languages in Admin Center must be used to change translated labels for which of the following that are accessed from Career Site Builder sites?
- A. Job alerts email template
- B. Create an Account page
- C. Search bar
- D. Data capture form
Answer: B
NEW QUESTION # 58
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. Job scrapes
- C. Recruiting Posting
- D. Automated XML feeds
Answer: C,D
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 # 59
What actions can you take in the Career Site Builder Functions Viewer?
- A. Create new functions.
- B. Modify existing functions.
- C. Copy existing functions.
- D. Delete existing functions.
Answer: D
NEW QUESTION # 60
Which footer links are recommended on every Career Site Builder site to support search engine optimization (SEO)?Note: There are 2 correct answers to this question.
- A. Top Job Searches
- B. Corporate Home
- C. View All Jobs
- D. Careers Home
Answer: C,D
Explanation:
Footer links are important for SEO because they help search engines crawl and index your site, as well as provide easy navigation for users. The Careers Home and View All Jobs links are recommended on every Career Site Builder site because they allow users to access the main landing page and the job search page from any page on the site. These links also help search engines understand the structure and content of your site, and increase the visibility and ranking of your site in search results. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Global Settings, Slide 10.
NEW QUESTION # 61
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 page for the default brand will display.
- B. A message will display asking the candidate to select a brand.
- C. The home page for that brand will display.
- D. An error message will be displayed.
Answer: A
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 # 62
If Advanced Analytics was NOT implemented immediately after your customer's Career Site Builder (CSB) site went live what actions will you need to take? Note: There are 3 correct answers to this question.
- A. Map to ATS Capture statuses that are no longer in use.
- B. Perform a Job Patch to correctly filter the data sent to Advanced Analytics.
- C. Determine when the CSB site went live by generating a date-based report.
- D. Backload the previous data by running Get Data One Time.
- E. Determine when the CSB site went live by running the App Status Audit Trail Report.
Answer: B,D,E
NEW QUESTION # 63
When setting up Real Time Job Sync, where will you find the values to populate the Service Provider Settings in Provisioning?Note: There are 2 correct answers to this question.
- A. The URLs, Username, and Password are from CSB > Tools > Manage API Credentials.
- B. API Key is from CSB > Settings > Site Configuration > Site Integrations.
- C. The API Key, Username, and Password are from CSB > Tools > Manage API Credentials.
- D. The Security Key is from CSB > Settings > Site Configuration > Site Integrations.
Answer: A,B
Explanation:
When setting up Real Time Job Sync, the values to populate the Service Provider Settings in Provisioning can be found in two places:
The URLs, Username, and Password are from CSB > Tools > Manage API Credentials1. The Manage API Credentials page allows you to enter or modify authentication information that connects SAP SuccessFactors Recruiting with Career Site Builder for Real Time Job Sync1.
The API Key is from CSB > Settings > Site Configuration > Site Integrations2. The Site Integrations page provides information about the integration between your career site instance and SAP SuccessFactors2
NEW QUESTION # 64
What are some of the search engine optimization (SEO) leading practices achieved by creating a career site with Career Site Builder (CSB)? Note: There are 3 correct answers to this question.
- A. CSB supports creating Category pages to host jobs which helps build SEO value more than specific job postings.
- B. A new site map is created delivered to Google Bing weekly.
- C. CSB uses metadata to help ensure that jobs pages are search engine-friendly.
- D. The jobs posted to CSB sites are accessible to website crawlers.
- E. CSB automatically populates hidden text on every page with the keywords provided in the metadata.
Answer: A,C,D
NEW QUESTION # 65
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 configure the options when a candidate already has a candidate profile.
- B. You can modify the messages displayed after the candidate submits the form.
- C. You can add or remove fields on the data capture form.
- D. You can customize the instructions to complete the form.
- E. You can configure a specific job alert associated with candidates who submit the form.
Answer: B,D,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 # 66
What are some leading practices regarding text on websites?Note: There are 3 correct answers to this question.
- A. Use half the word count or less than conventional writing.
- B. Break up lengthy content and separate with headings.
- C. Use high contrast text, for example, black text on a white background.
- D. Avoid using bulleted or numbered lists.
- E. Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial).
Answer: A,B,C
Explanation:
Text on websites is an important element of the candidate experience, as it conveys information, instructions, and messages to the visitors. Some leading practices regarding text on websites are:
Use high contrast text, for example, black text on a white background: High contrast text improves readability and accessibility, as it makes the text stand out from the background and reduces eye strain. High contrast text also helps people with visual impairments or color blindness to perceive the text better. You can use the Color Contrast Analyzer tool1 to check the contrast ratio of your text and background colors.
Use half the word count or less than conventional writing: Web users tend to scan rather than read text, so it is important to use concise and clear language that conveys the main points quickly and effectively. You can use the Hemingway Editor tool2 to check the readability and simplicity of your text and eliminate unnecessary words, passive voice, or complex sentences.
Break up lengthy content and separate with headings: Long blocks of text can be overwhelming and boring for web users, so it is advisable to break up the content into smaller chunks and use headings to organize and label them. Headings help web users to navigate and find the information they need, and also improve the SEO (search engine optimization) of your site. You can use the HTML Heading Structure tool3 to check the hierarchy and consistency of your headings.
Avoid using bulleted or numbered lists: This is not a correct answer, because bulleted or numbered lists are useful for presenting multiple items or steps in a concise and structured way. Lists help web users to scan and comprehend the information easily, and also add visual variety to the text. However, you should avoid using too many or too long lists, as they can lose their impact and clarity. You can use the List-o-matic tool4 to generate HTML code for your lists.
Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial): This is not a correct answer, because the choice of font depends on the purpose, audience, and style of your site. Serif fonts have small strokes or lines at the end of the letters, while sans-serif fonts do not. Serif fonts are usually considered more traditional, formal, and elegant, while sans-serif fonts are more modern, casual, and simple. However, there is no definitive rule on which font is better for web text, as both have their advantages and disadvantages. You can use the Font Squirrel tool to find and download free web fonts for your site. Reference:
NEW QUESTION # 67
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. Hiring Manager
- B. Department (Category)
- C. Product Service
- D. Number of Openings
Answer: D
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 # 68
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