お手軽にダウンロードできるC_THR84_2505試験問題集が更新されたのは80問があります [Q45-Q69]

お手軽にダウンロードできるC_THR84_2505試験問題集が更新されたのは80問があります

最新更新されたのはC_THR84_2505試験問題2025年更新

質問 # 45
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?

• A. https://jobs.company.com/go/Sales-Jobs/597140/?utm_campaign=sales2023
• B. https://jobs.company.com/go/SaIes-Jobs/597140/Qutm_source=youtube&utm_campaign=sales2023
• C. https://jobs.company.com/go/Sales-Jobs/597140/&utm_source=sales2023&utm_campaign=youtube
• D. https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube&utm_campaign=sales2023

正解：D

解説：
Comprehensive and Detailed In-Depth Explanation:
Tracking links with UTM parameters enable campaign performance analysis in Advanced Analytics. Let's evaluate the options for the sales2023 YouTube link to the Sales Jobs page:
* Option C (https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube& utm_campaign=sales2023): Correct. This URL uses the proper syntax with a question mark (?) to start UTM parameters, followed by utm_source=youtube (the referral platform) and utm_campaign=sales2023 (the campaign name), separated by an ampersand (&).
* SAP Documentation Excerpt: From the Advanced Analytics Guide: "Use UTM parameters in tracking links (e.g., ?utm_source=youtube&utm_campaign=campaignName) to accurately track candidate sources in Advanced Analytics from external platforms like YouTube."
* Reasoning: Posted on YouTube, this link (e.g., https://jobs.bestrun.com/go/Sales-Jobs/597140/?
utm_source=youtube&utm_campaign=sales2023) directs to the Sales Jobs page and logs
"youtube" as the source in AA, allowing "Best Run" to measure campaign success. The syntax adheres to UTM standards (source, medium, campaign), with medium optional here.
* Practical Example: For "Best Run," embedding this in a YouTube video description shows 100 clicks from YouTube in AA by March 10, 2025.
* Option A (https://jobs.company.com/go/SaIes-Jobs/597140/Qutm_source=youtube& utm_campaign=sales2023): Incorrect. "SaIes" has a typo (likely meant "Sales"), and "Qutm_source" is invalid (should be ?utm_source); this breaks tracking.
* Option B (https://jobs.company.com/go/Sales-Jobs/597140/&utm_source=sales2023& utm_campaign=youtube): Incorrect. The ampersand (&) before utm_source is wrong; it should start with ? after the page URL, invalidating the parameters.
* Option D (https://jobs.company.com/go/Sales-Jobs/597140/?utm_campaign=sales2023): Incorrect.
Missing utm_source limits tracking to campaign only, omitting the YouTube origin.
: SAP SuccessFactors Recruiting: Candidate Experience - Advanced Analytics Guide (Tracking Links).

質問 # 46
What could delay the completion of the localization of your customer's career site? Note: There are 3 correct answers to this question.

• A. The customer has NOT approved the default locale.
• B. The customer requested changes to the localization of system text in Career Site Builder.
• C. Google Translate did NOT contain all of the terms in the text for your customer's site.
• D. The customer translated html tags and tokens in the locale columns of the configuration workbook.
• E. The consultant did NOT include all of the text for the default locale in the configuration workbook.

正解：A、D、E

質問 # 47
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. View All Jobs
• B. Careers Home
• C. Top Job Searches
• D. Corporate Home

正解：A、C

解説：
Comprehensive and Detailed In-Depth Explanation:
Footer links in Career Site Builder (CSB) boost SEO by aiding search engine crawlers in indexing content.
Let's identify the recommended links:
* Option B (Top Job Searches): Correct. Links to popular search terms enhance keyword indexing and user navigation.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "Include
'Top Job Searches' in the footer to link to frequently searched job terms, improving SEO by ensuring search engines index key candidate queries."
* Reasoning: On careers.bestrun.com, "Top Job Searches" might link to "Software Engineer Jobs" and "Sales Jobs," providing crawlable paths for Googlebot to index these terms. This is configured in CSB > Global Styles > Footer.
* Practical Example: For "Best Run," adding links to "Engineering Jobs" increases crawl depth, verified in Google Search Console.
* Option C (View All Jobs): Correct. A comprehensive job list link improves site crawlability and coverage.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "'View All Jobs' is a recommended footer link to provide search engines with a single entry point to all job listings, enhancing SEO visibility."
* Reasoning: A link to careers.bestrun.com/all-jobs ensures all active jobs are discoverable, boosting indexation. This is a static link added to the footer.
* Practical Example: "Best Run" includes this link, and a crawl test shows 100% job coverage.
* Option A (Careers Home): Incorrect. "Careers Home" duplicates the Home page link, offering no additional SEO value.
* Option D (Corporate Home): Incorrect. An external link to www.bestrun.com is less SEO-critical for CSB's job focus.
: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (SEO Practices).

質問 # 48
What are the options for enabling the "Hear more about career opportunities" flag (also called "Consent to Marketing") on the candidate profile so that a candidate receives email campaigns? Note: There are 3 correct answers to this question.

• A. 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.
• B. A back-end script is run to update all candidates' settings for "Hear more about career opportunities".
• C. The candidate selects "Hear more about career opportunities" when creating an account.
• D. The candidate updates the setting for "Hear more about career opportunities" from their candidate profile.
• E. A recruiter updates the setting for "Hear more about career opportunities" from the candidate's profile.

正解：A、C、D

解説：
Comprehensive and Detailed In-Depth Explanation:
The "Hear more about career opportunities" flag ensures GDPR-compliant consent for email campaigns:
* Option A (The candidate updates the setting from their candidate profile): Correct. Candidates can opt in/out via their profile settings post-account creation.
* SAP Documentation Excerpt: From the Candidate Experience Guide: "Candidates may update their 'Hear more about career opportunities' preference directly in their candidate profile, providing flexibility to manage marketing consent."
* Option C (The candidate selects "Hear more about career opportunities" when creating an account): Correct. During account creation (e.g., via data capture form), candidates can opt in.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "When creating an account, candidates are presented with an option to select 'Hear more about career opportunities,' enabling consent for email campaigns at the point of registration."
* Option D (An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the option is enabled): Correct. A consent email with an opt-in link updates the flag upon candidate action.
* SAP Documentation Excerpt: From the Recruiting Marketing Guide: "An Initial Consent email campaign can be sent to candidates, and clicking the opt-in link will enable the 'Hear more about career opportunities' flag, ensuring compliance with consent regulations."
* Option B (A back-end script is run): Incorrect. Scripts aren't a standard method; consent must be candidate-driven for compliance.
: SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Marketing Guide; Candidate Experience Guide.

質問 # 49
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 API Key, Username, and Password are from CSB > Tools > Manage API Credentials.
• B. The Security Key is from CSB > Settings > Site Configuration > Site Integrations.
• C. The URLs, Username, and Password are from CSB > Tools > Manage API Credentials.
• D. API Key is from CSB > Settings > Site Configuration > Site Integrations.

正解：A、B

解説：
Comprehensive and Detailed In-Depth Explanation:
Real Time Job Sync connects Career Site Builder (CSB) to Recruiting Management, requiring specific credentials and keys in Provisioning's Service Provider Settings. Let's explore the sources:
* Option B (The API Key, Username, and Password are from CSB > Tools > Manage API Credentials): Correct. These credentials authenticate the sync between CSB and the SAP system.
* SAP Documentation Excerpt: From the Implementation Handbook: "In CSB > Tools > Manage API Credentials, obtain the API Key, Username, and Password required to populate the Service Provider Settings in Provisioning for Real Time Job Sync."
* Reasoning: In CSB, navigate to Tools > Manage API Credentials, generate or retrieve these values (e.g., API Key: "abc123", Username: "admin"), and input them into Provisioning > Company Settings > Service Provider Settings. This ensures secure data flow from job requisitions to the CSB site.
* Practical Example: For "Best Run," a consultant copies "API Key: xyz789" from CSB and pastes it into Provisioning, tested successfully in a sandbox.
* Option C (The Security Key is from CSB > Settings > Site Configuration > Site Integrations):
Correct. The Security Key secures the integration endpoint, a critical component for sync activation.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "The Security Key, found in CSB > Settings > Site Configuration > Site Integrations, is used in the Service Provider Settings to enable secure Real Time Job Sync between CSB and Recruiting Management."
* Reasoning: In CSB > Settings > Site Configuration > Site Integrations, locate the Real Time Job Sync section, copy the Security Key (e.g., "sec456"), and add it to Provisioning. This key validates the connection, preventing unauthorized access.
* Practical Example: For "Best Run," entering "sec456" in Provisioning enables sync, verified by job data appearing on careers.bestrun.com.
* Option A (The URLs, Username, and Password are from CSB > Tools > Manage API Credentials)
: Incorrect. URLs are system-generated in Provisioning or CSB documentation, not retrieved from Manage API Credentials, which focuses on authentication tokens.
* Option D (API Key is from CSB > Settings > Site Configuration > Site Integrations): Incorrect.
The API Key is sourced from Manage API Credentials, not Site Integrations, which provides the Security Key.
: SAP SuccessFactors Recruiting: Candidate Experience - Implementation Handbook; Career Site Builder Administration Guide.

質問 # 50
Your new customer will be implemented using the Unified Data Model and has specific requirements for their job layouts. Which of the following can be configured in the Custom Layouts Editor? Note: There are 3 correct answers to this question.

• A. Different fields from the job requisition template can be used to define the layout rules for the different job layouts.
• B. Regardless of the number of columns used, the search bar must span across the top of all job pages.
• C. The default layout can be used for specific jobs, even when the job matches the layout rules for a different job layout.
• D. Some layouts will have one column, some will have two columns, and some will have three columns.
• E. The Apply Now button should be present only at the bottom of the job page.

正解：A、C、D

解説：
Comprehensive and Detailed In-Depth Explanation:
The Custom Layouts Editor in CSB with the Unified Data Model (UDM) allows tailored job page displays to meet diverse customer needs. Let's break it down:
* Option A (Different fields from the job requisition template can be used to define the layout rules for the different job layouts): Correct. Layout rules can be based on requisition fields (e.g.,
"Department" = "Sales" triggers a two-column layout).
* SAP Documentation Excerpt: From the Unified Data Model Configuration Guide: "In the Custom Layouts Editor, administrators can define layout rules using fields from the job requisition template, such as department or job type, to apply different layouts to specific job categories."
* Reasoning: In CSB > Custom Layouts Editor, mapping "Department" to a rule (e.g., Sales = 2 columns, Tech = 3 columns) tailors displays. This leverages UDM's field mapping from Admin Center > Setup Recruiting Marketing Job Field Mapping.
* Practical Example: For "Best Run," a "Sales" job uses a layout with skills on the left, while a
"Tech" job adds a third column for certifications.
* Option B (The default layout can be used for specific jobs, even when the job matches the layout rules for a different job layout): Correct. The default layout serves as a fallback or intentional override.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "The default job layout can be applied to specific jobs in the Custom Layouts Editor, overriding layout rules if needed, to ensure flexibility in presentation."
* Reasoning: A job matching a "Sales" rule can manually use the default layout (e.g., one column) for consistency, configured in CSB > Job Layouts > Exceptions.
* Practical Example: "Best Run" sets a "Manager" job to the default despite a "Sales" rule, verified in a test job page.
* Option E (Some layouts will have one column, some will have two columns, and some will have three columns): Correct. Column flexibility supports varied designs.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "The Custom Layouts Editor supports configuring layouts with one, two, or three columns, allowing varied presentations based on customer requirements."
* Reasoning: A one-column layout lists details vertically, a two-column splits job info and apply, and a three-column adds skills-configured in CSB > Layouts > Column Settings.
* Practical Example: "Best Run" uses one column for mobile, two for desktop, and three for detailed roles.
* Option C: Incorrect. The search bar's position is a global setting in Global Styles, not layout-specific.
* Option D: Incorrect. The Apply Now button's placement (top/bottom) is configurable per layout, not fixed.
: SAP SuccessFactors Recruiting: Candidate Experience - Unified Data Model Configuration Guide; Career Site Builder Administration Guide (Custom Layouts).

質問 # 51
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.

• A. <company>
  .com/jobs
• B. careers.
  <company>
  .com
• C. <company>
  .careers.com
• D. jobs.
  <company>
  .com

正解：B、D

解説：
Comprehensive and Detailed In-Depth Explanation:
In SAP SuccessFactors Recruiting: Candidate Experience, the Career Site Builder (CSB) is designed to create branded, SEO-friendly career sites. The recommended naming convention for subdomains aligns with usability, branding, and search engine optimization (SEO) best practices. Options B (jobs.
<company>
com) and C (careers.
<company>
com) are widely recognized as standard conventions because:
* Subdomain Structure: Using "jobs" or "careers" as a prefix to the company's primary domain (e.g., jobs.company.com or careers.company.com) clearly indicates the purpose of the site, enhancing user experience and SEO visibility.
* SEO Benefits: Search engines like Google prioritize descriptive and relevant subdomains, making it easier for candidates to find the career site when searching for job opportunities at the company.
* Scalability: These formats allow flexibility for multi-brand or multilingual setups (e.g., careers.us.
company.com).
* Option A (<company>.com/jobs): This is a subdirectory, not a subdomain. While functional, it's less recommended because it ties the career site to the main corporate domain structure, potentially complicating branding separation or site hosting configurations.
: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (latest version as of Q1 2025).

質問 # 52
What are some leading practices when creating Category pages? Note: There are 3 correct answers to this question.

• A. Category pages contain different headers and footers than the Home page.
• B. Category pages do NOT contain jobs that appear on other Category pages.
• C. Category pages use the same design layout to provide a consistent user experience.
• D. Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).
• E. Category pages host minimal content to allow candidates to find jobs quickly and easily.

正解：C、D、E

解説：
Comprehensive and Detailed In-Depth Explanation:
Category pages in Career Site Builder (CSB) group jobs (e.g., "Sales Jobs") and require best practices for usability and SEO. Let's evaluate:
* Option C (Page titles should end with the word Jobs or Careers for better search engine optimization (SEO)): Correct. This boosts keyword relevance and ranking.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "For optimal SEO, Category page titles should end with 'Jobs' or 'Careers' (e.g., 'Sales Jobs'), improving search engine rankings for job-related queries."
* Reasoning: "Engineering Jobs" on careers.bestrun.com ranks higher for "engineering jobs" than
"Engineering Roles," configured in CSB > Pages > Category > Title.
* Practical Example: "Best Run" sets "Sales Jobs at Best Run," appearing in Google search results.
* Option D (Category pages host minimal content to allow candidates to find jobs quickly and easily): Correct. Simplicity aids navigation and focus.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "Category pages should host minimal content beyond job listings and filters, ensuring candidates can quickly locate and apply for relevant positions."
* Reasoning: On careers.bestrun.com/sales-jobs, a list with filters (e.g., location) avoids clutter from extra text, improving conversion rates.
* Practical Example: "Best Run" limits content to 10 jobs and a filter bar, tested for usability.
* Option E (Category pages use the same design layout to provide a consistent user experience):
Correct. Uniformity enhances familiarity.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "Use the same design layout across Category pages to ensure a consistent candidate experience, leveraging CSB's templating for uniformity."
* Reasoning: A two-column layout with jobs on the right and filters on the left, set in CSB > Layouts, applies to "Sales Jobs" and "Tech Jobs."
* Practical Example: "Best Run" applies this across all categories, verified in a sandbox.
* Option A: Incorrect. Jobs can overlap (e.g., "Sales" and "Remote Jobs") based on filters.
* Option B: Incorrect. Headers/footers are global, not page-specific.
: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (Category Pages).

質問 # 53
What are some leading practices to ensure that a website is accessible? Note: There are 3 correct answers to this question.

• A. Review the site using assistive technology such as a screen reader like JAWS or NVDA.
• B. Ask people in your IT department to test the site.
• C. Use an online accessibility checker, such as WAVE, to test the site.
• D. Carefully review the site's code to look for issues with tagging and other elements.
• E. Ask people with disabilities to test the site.

正解：A、C、E

解説：
Comprehensive and Detailed In-Depth Explanation:
Accessibility ensures that the Career Site Builder (CSB) site complies with standards like WCAG 2.1, benefiting all users, including those with disabilities:
* Option A (Ask people with disabilities to test the site): Correct. User testing by individuals with disabilities provides real-world feedback on accessibility, aligning with SAP's emphasis on inclusive design in CSB implementations.
* Option D (Use an online accessibility checker, such as WAVE, to test the site): Correct. Tools like WAVE identify issues (e.g., missing alt text, contrast errors) efficiently, a recommended practice in SAP's accessibility guidelines.
* Option E (Review the site using assistive technology such as a screen reader like JAWS or NVDA)
: Correct. Testing with screen readers ensures compatibility with assistive technologies, a critical step per WCAG and SAP best practices.
* Option B (Ask people in your IT department to test the site): Incorrect. While IT testing is valuable, it doesn't specifically address accessibility unless the testers have expertise or disabilities, making it less targeted than A, D, or E.
: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Accessibility Guide; WCAG
2.1 Guidelines.

質問 # 54
For customers who enable the Unified Data Model, how can you define the scope of jobs that appear on category pages? Note: There are 3 correct answers to this question.

• A. Categories can be defined using objects or picklists from the job requisition template.
• B. Categories can be defined using a maximum of one filter field.
• C. Categories can be defined after mapping fields from Setup Recruiting Marketing Job Field Mapping.
• D. Categories can be defined by selecting multiple values for the fields.
• E. Categories can be defined using Keyword or Location.

正解：A、D、E

解説：
Comprehensive and Detailed In-Depth Explanation:
Category pages in CSB with UDM filter jobs based on mapped data:
* Option B (Categories can be defined using objects or picklists from the job requisition template):
Correct. Fields like department or job type (picklists/objects) can define category scope.
* SAP Documentation Excerpt: From the Unified Data Model Configuration Guide: "Category pages can leverage objects or picklists from the job requisition template, such as department or job category, to define the scope of displayed jobs."
* Option D (Categories can be defined by selecting multiple values for the fields): Correct. Multiple values (e.g., "Sales" and "Marketing" for department) can be selected to broaden category scope.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide:
"Administrators can select multiple values for mapped fields to define category pages, allowing flexible job groupings."
* Option E (Categories can be defined using Keyword or Location): Correct. Keywords (e.g.,
"engineer") or locations (e.g., "New York") can scope categories dynamically.
* SAP Documentation Excerpt: From the Unified Data Model Configuration Guide: "Keyword and Location fields, when mapped, can be used to define category pages for targeted job displays."
* Option A (Categories can be defined using a maximum of one filter field): Incorrect. Multiple fields can be used, not limited to one.

質問 # 55
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 and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
• B. Create a field on the application view of the Applicant Workbench and select it for qualified candidates who were NOT hired.
• C. Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
• D. Create a specific applicant status such as "Silver Medalist" on the applicant status set and move qualified candidates who were NOT hired there.

正解：C、D

解説：
Comprehensive and Detailed In-Depth Explanation:
Managing excess qualified candidates efficiently is a key feature of SAP SuccessFactors Recruiting:
* Option C (Create a specific applicant status such as "Silver Medalist" on the applicant status set and move qualified candidates who were NOT hired there): Correct. The "Silver Medalist" status is a common practice to tag high-quality candidates not selected for a role. This status, configured in the applicant status set, allows recruiters to track them in the Recruiting Management system for future opportunities.
* SAP Documentation Excerpt: From the Recruiting Management Configuration Guide:
"Applicant statuses can be customized to include categories such as 'Silver Medalist' to identify candidates who were highly qualified but not selected. This status enables recruiters to maintain a pipeline of talent within the system for future consideration."
* Option D (Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools): Correct. Talent pools in SAP SuccessFactors allow recruiters to group candidates by criteria (e.g., skills, roles) for future recruitment. Adding "Silver Medalists" to talent pools centralizes them for critical positions.
* SAP Documentation Excerpt: From the Talent Pool Administration Guide: "Talent pools provide a centralized repository for storing candidate profiles. Recruiters can add candidates who were not hired but deemed qualified to specific pools, enabling proactive sourcing for critical or hard-to-fill roles."
* Option A (Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified): Incorrect. A content page educates candidates but doesn't consolidate them in a central system location for recruiters' use.
: SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Management Configuration Guide; Talent Pool Administration Guide.

質問 # 56
For customers who enable the Unified Data Model, how can you define the scope of jobs that appear on category pages? Note: There are 3 correct answers to this question.

• A. Categories can be defined using objects or picklists from the job requisition template.
• B. Categories can be defined using a maximum of one filter field.
• C. Categories can be defined after mapping fields from Setup Recruiting Marketing Job Field Mapping.
• D. Categories can be defined by selecting multiple values for the fields.
• E. Categories can be defined using Keyword or Location.

正解：A、D、E

質問 # 57
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. Recommend that your customer opt-in for the Organic Network.
• B. Deliver source-coded backlinks so that your customer can replace all links from their externally-hosted sites to their CSB site.
• C. Add a campaign code to all XML job feeds that you create for your customer.
• D. Submit the Referral Engine Task support ticket after moving your customer's CSB site to production.

正解：C、D

質問 # 58
For sites with multiple brands, what elements can you configure to differentiate them on a Career Site Builder site? Note: There are 2 correct answers to this question.

• A. Content and category pages
• B. Data capture forms and locales
• C. Colors and images
• D. Cookie Consent Manager and JavaScript

正解：B、C

解説：
Comprehensive and Detailed In-Depth Explanation:
Multi-brand CSB sites allow differentiation to reflect distinct brand identities:
* Option A (Colors and images): Correct. CSB's Global Styles and Brand Configuration let you customize colors (e.g., palette) and images (e.g., logos, banners) per brand, ensuring visual distinction.
* Option B (Data capture forms and locales): Correct. You can tailor data capture forms (e.g., fields, branding) and locales (e.g., language, region) per brand, enhancing candidate targeting and compliance.
* Option C (Content and category pages): Incorrect as a primary differentiator. While configurable, these are more about site structure than brand distinction, applying across brands unless explicitly branded.
: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Multi-Brand Guide.

質問 # 59
Which of the following are leading practices for using images on a Career Site Builder site? Note: There are 3 correct answers to this question.

• A. Do NOT use embedded text on images.
• B. Unique alt text should be populated for all images in all languages.
• C. Alt Text is NOT required for logos on the site.
• D. Select images that have a strong focal point.
• E. All images on a Career Site Builder site should be oriented as portrait, NOT landscape.

正解：A、B、D

質問 # 60
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?

• A. Map page
• B. Content page
• C. Landing page
• D. Category page

正解：D

質問 # 61
What actions can you take in the Career Site Builder Functions Viewer?

• A. Delete existing functions.
• B. Copy existing functions.
• C. Create new functions.
• D. Modify existing functions.

正解：A

質問 # 62
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 Recruiting Posting
• B. Automated Recruiting Posting and scheduled job scraping
• C. Automated standard XML feeds and custom XML feeds
• D. Automated standard XML feeds and scheduled job scraping

正解：A、C

解説：
Comprehensive and Detailed In-Depth Explanation:
SAP SuccessFactors Recruiting automates job delivery to external boards:
* Option A (Automated standard XML feeds and Recruiting Posting): Correct. Standard XML feeds push job data to job boards, and Recruiting Posting automates distribution to partnered boards (e.g., Indeed), a core feature of RMK.
* Option B (Automated standard XML feeds and custom XML feeds): Correct. Standard XML feeds cover common boards, while custom XML feeds (configured for specific boards) also automate delivery, offering flexibility.
* Option C (Automated Recruiting Posting and scheduled job scraping): Incorrect. Job scraping isn't an automated delivery method; it's a manual or third-party process to pull jobs, not push them.
: SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Posting Guide.

質問 # 63
What are some leading practices regarding text on websites? Note: There are 3 correct answers to this question.

• A. Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial).
• B. Avoid using bulleted or numbered lists.
• C. Use half the word count or less than conventional writing.
• D. Use high contrast text, for example, black text on a white background.
• E. Break up lengthy content and separate with headings.

正解：C、D、E

質問 # 64
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.

• A. The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production.
• B. You exported Site Settings from stage but did NOT update values in the XML file
• C. SAP SuccessFactors has released code to preview, but NOT yet to production.
• D. The Job Alert Email Template has NOT been configured in the CSB stage environment.
• E. The SSL certificate has NOT yet been created.

正解：A、C、E

解説：
Comprehensive and Detailed In-Depth Explanation:
Moving CSB from stage to production requires readiness:
* Option A (The SSL certificate has NOT yet been created): Correct. An SSL certificate is mandatory for secure production access.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "An SSL certificate must be created and installed before moving the CSB site to production to ensure secure candidate access via HTTPS."
* Option B (The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production): Correct. Key integrations like Real Time Job Sync must be production-ready.
* SAP Documentation Excerpt: From the Implementation Handbook: "Site setup steps, including Real Time Job Sync configuration, must be completed in the production environment prior to the CSB site move to ensure functionality."
* Option C (SAP SuccessFactors has released code to preview, but NOT yet to production): Correct.
Code misalignment between environments blocks the move.
* SAP Documentation Excerpt: From the Implementation Handbook: "If SAP SuccessFactors has released code to the preview environment but not yet to production, the CSB site move will be prevented until environments are synchronized."
* Option D: Incorrect. Job Alert templates are configurable post-move if needed.
: SAP SuccessFactors Recruiting: Candidate Experience - Implementation Handbook.

質問 # 65
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. To complete any missing fields, the recruiter generates a code for the candidate to use when attempting to update the data capture form.
• B. To complete candidate profile extension fields, the recruiter includes the candidate in an email campaign with a link to the data capture form.
• C. To complete standard fields on the candidate profile, the candidate logs into their candidate profile and completes the remaining fields.
• D. Existing candidates are NOT able to complete new fields on a data capture form.

正解：B、C

質問 # 66
When choosing to use a standard URL for their career site with Career Site Builder, which of the following configuration options are available to customers?Note: There are 2 correct answers to this question.

• A. SAP maintain the DNS and SSL certificates on behalf of the customer, when using the standard URL.
• B. Existing customers wishing to transition to a standard URL can maintain 2 active URLs for up to 12 months, 1 primary and 1 secondary, during the transition period.
• C. Customers can choose a subdomain and domain that is completely unique to their organization when using the standard URL for their career site.
• D. Customers can choose a subdomain that is unique to their organization and the rest of the URL will be generic: <subdomain>jobs.hr.cloud.sap.

正解：A、D

質問 # 67
Which of the following are features of the clean core dashboard?Note: There are 2 correct answers to this question.

• A. Customers can use the dashboard in the dev, test, and production tenants.
• B. Customers can grant access to the dashboard to partners.
• C. It can be accessed by using SAP For Me.
• D. It can be used in all SAP S/4HANA Cloud editions.

正解：B、C

質問 # 68
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 customize the instructions to complete the form.
• C. You can update the text on the data privacy consent statement.
• D. You can configure a specific job alert associated with candidates who submit the form.
• E. You can modify the messages displayed after the candidate submits the form.

正解：B、D、E

質問 # 69
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