[2024] Use Real SAP Dumps – 100% Free C-THR84-2405 Exam Dumps [Q36-Q52]

NEW QUESTION 36
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?

Welcome/Thanks for Creating Account

Career Site E-Mail Notification

Recruiting Manual Candidate Creation Notification

Data Capture Form Submitted – Welcome and Set Password Email

NEW QUESTION 37
Career Site Builder Pages and Components
What are some leading practices when creating Category pages?Note: There are 3 correct answers to this question.

Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).

Category pages use the same design layout to provide a consistent user experience.

Category pages contain different headers and footers than the Home page.

Category pages do NOT contain jobs that appear on other Category pages.

Category pages host minimal content to allow candidates to find jobs quickly and easily.

NEW QUESTION 38
Career Site Design and Accessibility
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 new site map is created and delivered to Google and Bing weekly.

CSB supports creating Category pages to host jobs, which helps build SEO value more than specific job postings.

CSB uses metadata to help ensure that jobs and pages are search engine-friendly.

The jobs posted to CSB sites are accessible to website crawlers.

CSB automatically populates hidden text on every page with the keywords provided in the metadata.

NEW QUESTION 39
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.

Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.

Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.

Create a specific applicant status on the Talent Pipeline and move qualified candidates who were NOT hired there.

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.

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 40
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.

careers.<company>.com

<company>.careers.com

jobs.<company>.com

<company>.com/jobs

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 41
Which of the following statements describe recruitment marketing?Note: There are 2 correct answers to this question.

The practice of promoting the value of an employer’s brand in order to recruit talent

The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job

The collection of candidate information and organization of prospects based on experience and skills

The focus is on the immediate need to fill a specific job opening

Recruitment marketing is a term that refers to the process of attracting and engaging potential candidates for an organization, using various marketing techniques and channels. Recruitment marketing has two main aspects:
The practice of promoting the value of an employer’s brand in order to recruit talent: This involves creating and communicating a compelling and consistent message about the organization’s culture, vision, values, and benefits, and showcasing it to the target talent pool. The goal is to build awareness, trust, and loyalty among the candidates, and to differentiate the organization from its competitors. Employer branding can be done through various media, such as websites, social media, blogs, videos, podcasts, events, or referrals.
The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job: This involves identifying and reaching out to the right candidates, using data-driven insights and personalized content. The goal is to generate interest, curiosity, and excitement among the candidates, and to guide them through the candidate journey, from awareness to consideration to application. Recruitment marketing strategies can include search engine optimization (SEO), pay-per-click (PPC) advertising, email marketing, social media marketing, content marketing, or talent networks.
The collection of candidate information and organization of prospects based on experience and skills: This is not a correct answer, because this is more related to candidate relationship management (CRM) than recruitment marketing. CRM is a tool or system that helps recruiters to manage and track their interactions with candidates, and to build and maintain long-term relationships with them. CRM can help recruiters to collect and store candidate information, such as resumes, profiles, preferences, or feedback, and to segment and organize prospects based on various criteria, such as experience, skills, location, or source. CRM can also help recruiters to communicate and engage with candidates, such as sending automated messages, reminders, or newsletters, or inviting them to events or webinars.
The focus is on the immediate need to fill a specific job opening: This is not a correct answer, because this is more related to recruitment than recruitment marketing. Recruitment is the process of finding, screening, interviewing, and hiring candidates for a specific job opening, using various methods and tools. Recruitment focuses on the short-term need to fill a vacancy, and evaluates candidates based on their qualifications, competencies, and fit for the role. Recruitment can be done through various channels, such as job boards, career sites, referrals, or agencies. Reference:

NEW QUESTION 42
How is defaulted/system text, such as text on the search bar, translated or changed on a Career Site Builder site?

Note: There are 3 correct answers to this question.

System text translations can be changed from Career Site Builder > Tools > Translations.

System text translations are only possible for the site’s default language.

System text translations are made from Career Site Builder > Global Settings.

System text translations are exported from the Stage site and imported to Production separately from other site imports and exports.

System text is translated when the locale is enabled.

NEW QUESTION 43
Based on leading practices, which of the following page types can contain job listings?

Category page

Landing page

Home page

Content page

NEW QUESTION 44
Which of the following is NOT one of the five standard statuses that are displayed in Advanced Analytics?

Apply Complete

Interviewed

Forwarded

Offer Made

NEW QUESTION 45
Your customer has defined 10 categories. They require 2 languages and 2 brands on their career site, and want the same Category pages represented for all brands and languages.How many Category pages should be created?

10

20

30

40

NEW QUESTION 46
What tasks related to job distribution are you responsible for?Note: There are 3 correct answers to this question.

Deliver jobs directly to compliance job boards.

Conduct the job delivery intake meeting.

Create the customer’s standard XML feeds.

Work with job boards to arrange special pricing for your customer.

Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor.

NEW QUESTION 47
Move to Production
What are some conditions that will prevent you from moving the Career Site Builder (CSB) site from stage to production?
Note: There are 3 correct answers to this question.

The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production.

Email layouts have NOT been configured in the CSB stage environment.

The SSL certificate has NOT yet been created.

You exported Site Settings from stage but did NOT update values in the XML file.

SAP SuccessFactors has released code to preview, but NOT yet to production.

NEW QUESTION 48
Candidate Experience Overview and Project Kickoff
What are some key features of a fully hosted Career Site Builder (CSB) site?Note: There are 2 correct answers to this question.

When a candidate visits a company’s corporate site and clicks a link to view careers, they are directed to an applicant tracking system.

The customer maintains their own career site in addition to the CSB career site.

When a candidate visits a company’s corporate site and clicks a link to view careers, they are directed to the CSB site.

All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site.

NEW QUESTION 49
What are some leading practices regarding text on websites?Note: There are 3 correct answers to this question.

Use high contrast text, for example, black text on a white background.

Use half the word count or less than conventional writing.

Avoid using bulleted or numbered lists.

Break up lengthy content and separate with headings.

Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial).

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 50
Your customer wants to build three About Us pages on their Career Site Builder (CSB) site, in addition to a link that opens a page on their corporate site.What are the steps to configure the About Us links in the header?Note: There are 3 correct answers to this question.

Create an external type link in the header under About Us that opens a new session and links to the page hosted on the customer’s corporate site.

Enable the About Us link in the header that is provided with all CSB sites.

Create category type links in the header under About Us that link to the three internal pages.

Create content type links in the header under About Us that link to the three internal pages.

Create a list type link in the header named About Us.

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.

Display on search results

Add to data capture forms

Display on the job layout

Display in the site header or footer

Use to create category page rules

NEW QUESTION 52
Other Career Site Setup
When Mobile Apply is enabled for Career Site Builder, which elements are consolidated onto a single page for candidates to complete?Note: There are 2 correct answers to this question.

People profile templates

Offer approval template

Application template

Candidate profile template

Option C is correct because when Mobile Apply is enabled for Career Site Builder, the application template is consolidated onto a single page for candidates to complete. The application template contains the fields and questions that the candidates need to fill out when applying for a job. The Mobile Apply feature simplifies the application process by reducing the number of pages and clicks that the candidates have to go through on their mobile devices1.
Option D is correct because when Mobile Apply is enabled for Career Site Builder, the candidate profile template is consolidated onto a single page for candidates to complete. The candidate profile template contains the fields and questions that the candidates need to fill out when creating or updating their profile on the career site. The Mobile Apply feature also simplifies the profile creation and update process by reducing the number of pages and clicks that the candidates have to go through on their mobile devices1.
Option A is incorrect because when Mobile Apply is enabled for Career Site Builder, the people profile templates are not consolidated onto a single page for candidates to complete. The people profile templates are used to define the fields and sections that appear on the people profile page in the SAP SuccessFactors platform. The people profile page is not part of the career site or the Mobile Apply feature2.
Option B is incorrect because when Mobile Apply is enabled for Career Site Builder, the offer approval template is not consolidated onto a single page for candidates to complete. The offer approval template is used to define the fields and sections that appear on the offer approval page in the SAP SuccessFactors platform. The offer approval page is not part of the career site or the Mobile Apply feature3.
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: HR832 – SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training
4: People Profile | SAP Help Portal
5: Offer Approval | SAP Help Portal

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