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2025 C_THR84_2405 Reliable Practice Materials: SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience – Realistic Exam C_THR84_2405 Learning
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q10-Q15):
NEW QUESTION # 10
Site Setup
You have set up Real Time Job Sync. The sync is working, but NOT all of the jobs posted externally are displaying in the Career Site Builder site. What could be the cause of this failure? Note: There are 2 correct answers to this question.
Answer: B,C
Explanation:
Option A is correct because the recruiter must include the job with Sync Recruiting Jobs to enable Real Time Job Sync for that job. Sync Recruiting Jobs is a field in the job requisition that indicates whether the job should be synced to the Career Site Builder site or not. If the recruiter does not check this field, the job will not be synced and will not display on the site1.
Option B is incorrect because the recruiter does not need to have permissions for Career Site Builder to sync the jobs to the site. Career Site Builder is a tool for administrators to design and configure the career site, not for recruiters to post jobs. The recruiter only needs to have permissions for Recruiting Management to create and manage job requisitions2.
Option C is correct because the recruiter must include a country for the job to be synced to the Career Site Builder site. The country is a mandatory field in the job requisition that determines the locale and language of the job posting. If the recruiter does not enter a country, the job will not be synced and will not display on the site1.
Option D is incorrect because the recruiter does not need to include a job description for the job to be synced to the Career Site Builder site. The job description is an optional field in the job requisition that provides more details about the job role and responsibilities. If the recruiter does not enter a job description, the job will still be synced and displayed on the site, but it will have less information for the candidates1.
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 Real Time Job Sync | SAP Help Portal
4: SAP SuccessFactors Recruiting | SAP Help Portal
NEW QUESTION # 11
Configure Locales
Under which conditions will you enable Limit Search by Locale under Global Search options in Career Site Builder (CSB)?Note: There are 2 correct answers to this question.
Answer: C,D
Explanation:
You will enable Limit Search by Locale under Global Search options in Career Site Builder (CSB) under the following conditions:
The customer plans to translate the title and description for all job requisitions that are relevant for a specific locale. This will ensure that the candidates see the job requisitions in their preferred language and can apply more easily1.
The customer wants jobs returned in a search to be restricted to the locale the candidate selects on the CSB site. This will provide a more personalized and relevant experience for the candidates and filter out the jobs that are not applicable for their region2.
The other options are not valid conditions for enabling Limit Search by Locale in CSB:
The customer wants to host multiple locales on their CSB site, and Limit Search by Locale is required for that. This is not true, as Limit Search by Locale is an optional feature that can be enabled or disabled for each locale. The customer can host multiple locales on their CSB site without using this feature3.
The customer wants job alerts that the candidate receives to be restricted to the locale the candidate selects on the CSB site. This is not possible, as job alerts are based on the candidate's profile settings and not on the CSB site settings. The candidate can choose the language and location preferences for the job alerts in their profile4.
NEW QUESTION # 12
Other Career Site Setup
What is the recommended naming convention when setting up a subdomain for a customer's Career Site Builder site?Note: There are 2 correct answers to this question.
Answer: A,B
Explanation:
When setting up a subdomain for a customer's Career Site Builder site, the recommended naming convention is to use either careers.<company>.com or jobs.<company>.com, where <company> is the name of the customer's organization. These naming conventions are preferred because they:
Indicate the purpose of the site, which is to showcase the career opportunities and the job openings of the customer.
Enhance the search engine optimization (SEO) of the site, which helps to rank higher in the search results and attract more traffic and candidates.
Maintain the branding and identity of the customer, which helps to build trust and recognition among the candidates and the visitors.
Simplify the domain management and maintenance, which reduces the complexity and the cost of the site administration.
The other two options are incorrect because:
<company>.careers.com: This naming convention is not recommended because it uses a generic top-level domain (TLD) of .com, which does not indicate the specific country or region of the customer. This could cause confusion and ambiguity among the candidates and the visitors, especially if the customer operates in multiple markets or locations. Moreover, this naming convention could conflict with other existing domains that use the same TLD and the same prefix of careers.
<company>.com/jobs: This naming convention is not recommended because it uses a subdirectory or a subfolder of /jobs, rather than a subdomain. This could affect the performance and the security of the site, as well as the SEO ranking. For example, using a subdirectory could slow down the loading speed of the site, as it shares the same server and the same resources with the main domain. It could also expose the site to more risks and vulnerabilities, as it inherits the same security settings and the same certificates as the main domain. Furthermore, using a subdirectory could lower the SEO ranking of the site, as it competes with the main domain and the other subdirectories for the same keywords and the same authority.
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 2: Site Setup]
NEW QUESTION # 13
What should you consider regarding mapping candidate statuses for Advanced Analytics?Note: There are 2 correct answers to this question.
Answer: B,C
Explanation:
According to the SAP Help Portal1, you should consider the following regarding mapping candidate statuses for Advanced Analytics:
Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does need to be mapped. This is because all statuses must be mapped to one of the five standard statuses in Advanced Analytics: Apply Completed, Qualified, Interviewed, Offer Made, or Hired. If you have multiple not hired statuses, you can map them to ATS Capture, which is a hidden status that does not appear in the reports1.
After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session. This is because the status mappings are not pushed to the Advanced Analytics database until you log out of Command Center or close the browser. If you need to make any changes after logging out, you must contact SAP Customer Support to request a data purge and re-sync1.
With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail. This is because the OData integration requires that all statuses are mapped to ensure data consistency and accuracy. The exceptions are when you have a new status that has not been used by any candidates yet, or when you have a status that is not used by any active job requisitions. In these cases, the sync will not fail, but you will receive a warning message and you should map the status as soon as possible1.
Status mappings can be completed even when there is no candidate data associated with each status on the Talent Pipeline. This is because the status mappings are based on the status names and not on the candidate data. You can map any status that exists in your Recruiting Management system, regardless of whether it has been used by any candidates or not1.
NEW QUESTION # 14
What are some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers?Note: There are 2 correct answers to this question.
Answer: A,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 # 15
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