[Jan-2025] C_THR84_2405 Exam Dumps - Free Demo & 365 Day Updates [Q49-Q72]

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[Jan-2025] C_THR84_2405 Exam Dumps – Free Demo & 365 Day Updates

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NO.49 Which of the following is an SAP leading practice regarding the blackout period?

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.

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.

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.

After the release information is updated in the What’s New Viewer, you may NOT discuss with customers what is included in the release.

NO.50 The content of what type of page is most often hosted by a customer externally and linked with their CSB site?

Content page

Map page

Landing page

Category page

NO.51 Career Site Builder Pages and Components
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 and linked with their CSB site?

Content page

Map page

Category page

Landing page

A content page is a type of page that can be created and edited in Career Site Builder, and it is used to display static or dynamic content, such as text, images, videos, or forms. A content page can be linked to other pages or external sites, and it can be customized with different styles, components, and layouts. Some customers may choose to host some of their content pages externally, and link them with their CSB site, for various reasons, such as:
They have existing content pages on their corporate website or intranet that they want to reuse or integrate with their CSB site, without duplicating or migrating them.
They have complex or interactive content pages that require advanced coding or functionality that is not supported by CSB, such as animations, games, quizzes, or surveys.
They have content pages that need to comply with specific legal or security requirements that are not met by CSB, such as data privacy, encryption, or authentication.
Some examples of content pages that are often hosted externally and linked with CSB sites are:
About Us: This page provides information about the company’s history, vision, mission, values, and culture. It may also include testimonials, awards, or achievements of the company or its employees.
Diversity and Inclusion: This page showcases the company’s commitment and efforts to foster a diverse and inclusive workplace, and to support various groups and initiatives, such as women, veterans, LGBTQ+, or sustainability.
Benefits: This page details the benefits and perks that the company offers to its employees, such as health insurance, retirement plan, wellness program, or employee discounts.
Learning and Development: This page highlights the learning and development opportunities and resources that the company provides to its employees, such as training courses, certifications, mentoring, or career coaching.
Events: This page lists the upcoming events that the company is hosting or participating in, such as webinars, career fairs, or networking sessions. It may also allow candidates to register or RSVP for the events. Reference
https://training.sap.com/course/hr832-sap-successfactors-recruiting-candidate-experience-administration-classroom-094-g-en/
https://learning.sap.com/learning-journeys/configure-sap-successfactors-recruiting-recruiter-experience

NO.52 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.

Ask people with disabilities to test the site.

Ask people in your IT department to test the site.

Use an online accessibility checker, such as WAVE, to test the site.

Review the site using assistive technology such as a screen reader like JAWS or NVDA.

Carefully review the site’s code to look for issues with tagging and other elements.

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

NO.53 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.

You can configure a specific job alert associated with candidates who submit the form.

You can customize the instructions to complete the form.

You can configure the options when a candidate already has a candidate profile.

You can modify the messages displayed after the candidate submits the form.

You can add or remove fields on the data capture form.

NO.54 Which elements need to be checked after a Career Site Builder site is moved from stage to production?

Site kit selection

Map settings

External redirects open in the same browser tab

Site URLs

NO.55 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?

Data Capture Form Submitted – Welcome and Set Password Email

Recruiting Manual Candidate Creation Notification

Welcome/Thanks for Creating Account

Career Site E-Mail Notification

NO.56 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.

NO.57 What are the options for enabling the “Hear more about career opportunities” flag (also called “Consent to Marketing”) so that a candidate receives email campaigns?Note: There are 3 correct answers to this question.

A back-end script is run to update all candidates’ settings for “Hear more about career opportunities”.

The candidate updates the setting for “Hear more about career opportunities” from their candidate profile.

A recruiter updates the setting for “Hear more about career opportunities” from the candidate’s profile.

The candidate selects “Hear more about career opportunities” when creating an account.

An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the “Hear more about career opportunities” option is enabled.

NO.58 Configure Locales
What are some leading practices to create locales in Career Site Builder?Note: There are 2 correct answers to this question.

Use Google Translate to translate text for locales.

If the customer requires only one language and it is NOT en_US, you can change the default locale.

Follow the same layout for the localized pages as the default locale.

Create the Home page for the locale instead of duplicating it from the default locale.

NO.59 Job Delivery
As part of their sales2023 campaign, your customer wishes to post a link to YouTube that directs candidates to the Sales Jobs category page.
Which URL contains the correct tracking links for this scenario?

https://jobs.company.com/go/Sales- AJobs/597140/?utm_source=sales2023&utm_campaign=youtube

https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube&utm_campaign=sales2023

https://jobs.company.com/go/Sales-Jobs/597140/&utm_source=sales2023&utm_campaign=youtube

https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube?utm_campaign=sales2023

NO.60 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.

The URLs, Username, and Password are from CSB > Tools > Manage API Credentials.

The Security Key is from CSB > Settings > Site Configuration > Site Integrations.

The API Key, Username, and Password are from CSB > Tools > Manage API Credentials.

API Key is from CSB > Settings > Site Configuration > Site Integrations.

NO.61 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.

Use the standard filter fields in SAP SuccessFactors HXM Suite to represent the attributes.

When naming the talent pool, list all of the attributes and their values.

Edit the talent pool and select values for the additional attributes.

Ensure that the location foundation object is enabled and that all required locations have been created.

Create custom generic objects for Goods Sold and Store Size.

NO.62 What are some leading practices to enter language translations for customer-specific content into Career Site Builder (CSB)?Note: There are 2 correct answers to this question.

Enter the translations into the Translations menu in CSB.

Duplicate the page from the base locale and enter the translations on the duplicated pages.

Export the default language to an XML file, enter the translations, and import.

Create a new header and footer for each translated page.

According to the SAP Help Portal1, some leading practices to enter language translations for customer-specific content into Career Site Builder (CSB) are:
Enter the translations into the Translations menu in CSB. This is the recommended method for entering translations for labels, buttons, messages, and other text elements that are used throughout the CSB site. You can access the Translations menu from the Tools tab in CSB, and select the language and the category of the text element you want to translate. You can also search for a specific text element by its name or value. You can enter the translations manually or import them from an XML file1.
Export the default language to an XML file, enter the translations, and import. This is an alternative method for entering translations for text elements, especially if you have a large number of translations to enter. You can export the default language (usually English) to an XML file from the Translations menu in CSB, and then use a text editor or a spreadsheet program to enter the translations for each text element. You can then import the XML file back to CSB, and the translations will be applied to the corresponding text elements1.
Duplicate the page from the base locale and enter the translations on the duplicated pages is not a leading practice to enter language translations for customer-specific content into CSB. This is because duplicating pages creates unnecessary maintenance and complexity, as you have to update each page separately whenever you make a change. Instead, you should use the Locale feature in CSB, which allows you to create different versions of the same page for different languages. You can access the Locale feature from the Pages tab in CSB, and select the base page and the language you want to create a new version for. You can then enter the translations for the page content, such as titles, headings, paragraphs, etc. You can also use the Translations menu to translate the text elements that are used on the page2.
Create a new header and footer for each translated page is not a leading practice to enter language translations for customer-specific content into CSB. This is because creating new headers and footers for each language adds unnecessary duplication and inconsistency, as you have to manage multiple versions of the same components. Instead, you should use the Locale feature in CSB, which allows you to create different versions of the same header and footer for different languages. You can access the Locale feature from the Components tab in CSB, and select the base header or footer and the language you want to create a new version for. You can then enter the translations for the header or footer content, such as logos, links, menus, etc. You can also use the Translations menu to translate the text elements that are used in the header or footer2. Reference: Career Site Builder Translations, Career Site Builder Locales

NO.63 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.

The customer wants to host multiple locales on their CSB site, and Limit Search by Locale is required for that.

The customer plans to translate the title and description for all job requisitions that are relevant for a specific locale.

The customer wants job alerts that the candidate receives to be restricted to the locale the candidate selects on the CSB site.

The customer wants jobs returned in a search to be restricted to the locale the candidate selects on the CSB site.

NO.64 Which of these Recruiting features use generic objects?Note: There are 2 correct answers to this question.

Marketing brands

Talent pool status sets

Recruiting teams

Activity tracking

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]

NO.65 Implement Advanced Analytics
What are some considerations when defining user permissions for Advanced Analytics? Note: There are 2 correct answers to this question.

Advanced Analytics user permissions CANNOT be configured until after the Career Site Builder site is live.

Advanced Analytics user permissions are configured in Command Center.

Users can be given permissions to view only the high-level report, or can also be provided with the ability to drill to details.

Users must be set up for Recruiter SSO.

NO.66 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

From CSB > Users > Roles, provide permission for SSL Certificates.

From CSB > Users > Roles, provide permission for IDP Configuration:

From CSB > Users > Roles, provide permission for the Site Configuration menu.

From CSB > Settings > Data Privacy & Security Settings, enable the Content Security Policy.

From CSB > Users > Admin Users, select Enable SSL Notification.

NO.67 Which of the following are characteristics of a multi-location job posting in Career Site Builder (CSB)?Note: There are 3 correct answers to this question.

The City, State, and Postal Code fields are NOT required on the job requisition template.

The Google Map on the CSB site shows all locations where a job may be filled.

The street address is displayed in the standard Location field in CSB.

The standard Location Foundation Object field must be configured.

The primary Location value does NOT need to be identified.

NO.68 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.

Work with the customer to develop a job distribution strategy.

Ensure that the job data supports the customer’s recruiting strategy.

Upsell additional solutions to the customer.

Build the customer’s CSB site using custom plugins.

NO.69 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

NO.70 Implement Advanced Analytics
Your customer is considering implementing Advanced Analytics.What are some advantages of generating reports in Advanced Analytics? Note: There are 3 correct answers to this question.

Provides a variety of options for generating graphics to display report results

Provides insight into which sources are delivering high-quality candidates

Allows customers to drill into recruiting data such as dates, brands, and job categories

Allows customers to evaluate trends in source performance over time

Allows customers to track direct and indirect recruiting costs for job postings

Option B is correct because Advanced Analytics provides insight into which sources are delivering high-quality candidates. Advanced Analytics measures the source quality by calculating the conversion rates of candidates from different sources at each stage of the recruiting funnel, such as visits, applications, interviews, and hires. This helps customers to evaluate the effectiveness and return on investment of their sources and optimize their sourcing strategy1.
Option C is correct because Advanced Analytics allows customers to drill into recruiting data such as dates, brands, and job categories. Advanced Analytics enables customers to filter and segment the data by various dimensions, such as date range, brand, locale, job category, job function, job level, and source. This allows customers to analyze the data in more detail and compare the performance of different segments1.
Option D is correct because Advanced Analytics allows customers to evaluate trends in source performance over time. Advanced Analytics displays the data in graphical and tabular formats, such as line charts, bar charts, pie charts, and tables. These formats allow customers to visualize the changes and patterns in the data over time and identify the sources that are increasing or decreasing in quality and quantity1.
Option A is incorrect because Advanced Analytics does not provide a variety of options for generating graphics to display report results. Advanced Analytics uses predefined graphics that are based on the best practices and standards for data visualization. Customers cannot customize or change the graphics in Advanced Analytics2.
Option E is incorrect because Advanced Analytics does not allow customers to track direct and indirect recruiting costs for job postings. Advanced Analytics does not capture or calculate the costs associated with the sources or the job postings. Advanced Analytics focuses on the candidate behavior and outcomes, not on the financial aspects of recruiting2.
Reference:
1: Advanced Analytics | SAP Help Portal
2: HR832 – SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training

NO.71 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.

When sending an email from the Candidate Workbench

When sending an email associated with an applicant status

When sending an email from the Candidate Search page

When sending an email associated with a Recruiting email trigger

NO.72 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.

The recruiter did NOT include the job with Sync Recruiting Jobs.

The recruiter does NOT have permissions for Career Site Builder.

The recruiter did NOT include a country.

The recruiter did NOT include a job description.

SAP C_THR84_2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Candidate Relationship Management: This section focuses on individuals responsible for managing interactions with candidates. It involves configuring the Candidate Relationship Management (CRM) features within Career Site Builder.
Topic 2	Career Site Design and Accessibility: This part describes the aspects of career site accessibility, usability, and search engine optimization (SEO). Candidates should demonstrate their ability to design career sites that are user-friendly, accessible, and optimized for search engines.
Topic 3	Configure Locales: This section involves entering translations for candidate-facing text. Candidates should be proficient in configuring locales to ensure that the career site is accessible to a diverse, multilingual audience.
Topic 4	Other Career Site Setup: This part assesses skills in configuring additional features of Career Site Builder. Candidates should be able to set up elements such as mobile applications, job layouts, and search results to build a comprehensive and user-friendly career site.
Topic 5	Implement Advanced Analytics: This part evaluates the skills needed to implement Recruiting Advanced Analytics. Candidates should demonstrate their ability to set up and use advanced analytics tools to derive insights and support recruitment strategies.
Topic 6	Candidate Experience Overview and Project Kickoff: This section describes the core components and steps required during the transition from Sales to implementation. It emphasizes the importance of understanding the candidate experience to ensure a smooth handoff and successful project kickoff.
Topic 7	Managing Clean Core: This section evaluates the ability to apply clean core principles to ERP systems. It involves enhancing business process agility, minimizing adaptation efforts, and fostering innovation by adhering to these principles.
Topic 8	Site Setup: This section is targeted at professionals handling the initial setup of the career site. It involves enabling and performing basic configuration tasks to ensure Career Site Builder is operational and ready for use.

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[Jan-2025] C_THR84_2405 Exam Dumps – Free Demo & 365 Day Updates [Q49-Q72]