最高で有効なC_THR84_2405試験問題と解答PDF C_THR84_2405問題集（最近更新された90問あります)
試験問題解答はC_THR84_2405学習ガイド
SAP C_THR84_2405 認定試験の出題範囲：
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質問 # 13
Career Site Design and Accessibility
Which are some leading practices when using a link on a career site?Note: There are 3 correct answers to this question.
- A. If blue text is used on the site, ensure that it's always used to represent links.
- B. Populate the title text for each link.
- C. When a user clicks on the link, immediately display what the user expects to see.
- D. All external links from the career site should open in the same browser window.
- E. Include multiple links to the customer's corporate site.
正解：A、B、C
解説：
Some leading practices when using a link on a career site are:
Populate the title text for each link. This will provide additional information about the link when the user hovers over it, and also improve the accessibility for screen readers and search engines1.
If blue text is used on the site, ensure that it's always used to represent links. This will create a consistent visual cue for the users to identify the links and avoid confusion2.
When a user clicks on the link, immediately display what the user expects to see. This will enhance the user experience and satisfaction by reducing the loading time and providing relevant content3.
The other options are not leading practices when using a link on a career site:
Include multiple links to the customer's corporate site. This will distract the user from the main purpose of the career site, which is to apply for jobs, and also create a cluttered and confusing layout4.
All external links from the career site should open in the same browser window. This will interrupt the user's browsing flow and make it harder for them to return to the career site. It is better to open external links in a new browser tab or window5.
質問 # 14
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?
- A. https://jobs.company.com/go/Sales- AJobs/597140/?utm_source=sales2023&utm_campaign=youtube
- B. https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube&utm_campaign=sales2023
- C. https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube?utm_campaign=sales2023
- D. https://jobs.company.com/go/Sales-Jobs/597140/&utm_source=sales2023&utm_campaign=youtube
正解：B
解説：
The correct URL for the scenario is:
https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube&utm_campaign=sales2023 This URL contains the correct tracking links for the following reasons:
The utm_source parameter specifies the source of the traffic, which is youtube in this case1.
The utm_campaign parameter specifies the name of the campaign, which is sales2023 in this case1.
The utm_source and utm_campaign parameters are separated by an ampersand (&) and preceded by a question mark (?) after the main URL1.
The other options are incorrect for the following reasons:
Option A: The utm_source and utm_campaign parameters are reversed, which will result in inaccurate tracking of the traffic source and campaign name1.
Option C: The utm_source and utm_campaign parameters are preceded by an ampersand (&) instead of a question mark (?), which will cause an error in the URL syntax1.
Option D: The utm_source and utm_campaign parameters are separated by a question mark (?) instead of an ampersand (&), which will cause an error in the URL syntax1.
質問 # 15
Which elements need to be checked after a Career Site Builder site is moved from stage to production?
- A. Site URLs
- B. External redirects open in the same browser tab
- C. Map settings
- D. Site kit selection
正解：A
解説：
After a Career Site Builder site is moved from stage to production, the site URLs need to be checked to ensure that they are pointing to the correct environment and domain. The site kit selection, map settings, and external redirects are not affected by the move to production and do not need to be checked. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Move to Production, Slide 8.
質問 # 16
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. The candidate updates the setting for "Hear more about career opportunities" from their candidate profile.
- B. The candidate selects "Hear more about career opportunities" when creating an account.
- C. A recruiter updates the setting for "Hear more about career opportunities" from the candidate's profile.
- D. A back-end script is run to update all candidates' settings for "Hear more about career opportunities".
- E. 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.
正解：A、B、E
解説：
The "Hear more about career opportunities" flag (also called "Consent to Marketing") is a setting that allows candidates to opt-in or opt-out of receiving email campaigns from the customer. Email campaigns are a way of engaging with candidates and informing them about relevant job opportunities, events, or news. The options for enabling the "Hear more about career opportunities" flag are:
The candidate updates the setting for "Hear more about career opportunities" from their candidate profile. This option allows candidates to change their preference at any time from their profile page on the Career Site Builder (CSB) site. They can also view and manage their email subscriptions from the same page.
The candidate selects "Hear more about career opportunities" when creating an account. This option allows candidates to opt-in to receive email campaigns when they register for an account on the CSB site. They can also choose which types of email campaigns they want to receive, such as job alerts, newsletters, or events.
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. This option allows customers to send a one-time email campaign to candidates who have not opted-in or opted-out of receiving email campaigns. The email campaign contains a link that allows candidates to opt-in to receive future email campaigns. This option is useful for customers who have migrated their candidate data from another system and want to obtain consent from existing candidates.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Email Campaigns SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%
質問 # 17
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?
- A. Recruiting Manual Candidate Creation Notification
- B. Welcome/Thanks for Creating Account
- C. Data Capture Form Submitted - Welcome and Set Password Email
- D. Career Site E-Mail Notification
正解：C
解説：
The trigger that you will enable for this purpose is Data Capture Form Submitted - Welcome and Set Password Email. This trigger is used to send an email to candidates who complete a data capture form on the career site, inviting them to create a password and access their candidate profile. This email can be customized using the Recruiting Email Notification template and the Recruiting email trigger settings. This email helps to engage candidates and encourage them to apply for jobs or join talent pools. Reference: Candidate Relationship Management, Other Career Site Setup, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 18
What tasks related to job distribution are you responsible for?Note: There are 3 correct answers to this question.
- A. Deliver jobs directly to compliance job boards.
- B. Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor.
- C. Conduct the job delivery intake meeting.
- D. Create the customer's standard XML feeds.
- E. Work with job boards to arrange special pricing for your customer.
正解：B、C、D
解説：
Conduct the job delivery intake meeting. This is the first step in the job delivery process, where you gather the customer's requirements and expectations for job distribution, such as the target job boards, the budget, the frequency, and the tracking methods1.
Create the customer's standard XML feeds. This is the second step in the job delivery process, where you configure the XML feeds that will deliver the jobs from the customer's SAP SuccessFactors Recruiting system to the selected job boards2. You can use the Job Delivery Toolkit to create and test the XML feeds3.
Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor. This is the final step in the job delivery process, where you teach the customers how to manage their preferred sources, such as job boards, social media, and employee referrals, in the Career Site Builder Site Source Editor4. This allows the customers to control which sources are displayed on their career site and how they are tracked.
Reference:
1: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Job Delivery Process Overview
2: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: XML Feeds
3: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Job Delivery Toolkit
4: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Site Source Editor
[5]: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Preferred Sources
質問 # 19
What are the recommended actions to be completed before the Career Site Builder (CSB) kickoff call?Note: There are 2 correct answers to this question.
- A. Review the statement of work (SOW).
- B. Develop the CSB project plan.
- C. Assist the customer to complete the Readiness Checklist.
- D. Finish the CSB Configuration Workbook.
正解：A、C
解説：
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, before the CSB kickoff call, the following actions are recommended:
Assist the customer to complete the Readiness Checklist. This checklist helps the customer to prepare for the CSB implementation by gathering the necessary information and assets, such as logos, images, videos, etc.
Review the statement of work (SOW). This document defines the scope, deliverables, timeline, and responsibilities of the CSB project. It is important to review the SOW to ensure that the customer's expectations and requirements are aligned with the project plan and budget.
Developing the CSB project plan and finishing the CSB Configuration Workbook are not recommended actions before the CSB kickoff call. These tasks are usually done after the kickoff call, as part of the CSB implementation process. Reference: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 20
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.
- A. Provides insight into which sources are delivering high-quality candidates
- B. Allows customers to evaluate trends in source performance over time
- C. Allows customers to track direct and indirect recruiting costs for job postings
- D. Provides a variety of options for generating graphics to display report results
- E. Allows customers to drill into recruiting data such as dates, brands, and job categories
正解：A、B、D
解説：
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
質問 # 21
Move to Production
When moving a Career Site Builder site to production, which four XML files must you export for the move to production?
- A. Candidate Profile, Site Settings, Translations, Category pages
- B. Site Settings, Career Site Builder Settings, Category pages, Translations
- C. Content pages, Category pages, Job Layouts, Career Site Builder Settings
- D. Site Settings, Career Site Builder Settings, Content pages, Translations
正解：B
解説：
Option B is correct because when moving a Career Site Builder site to production, you need to export four XML files: Site Settings, Career Site Builder Settings, Category pages, and Translations1. These files contain the configuration and content of your site, such as the site name, URL, logo, theme, layout, language, categories, and pages1.
Option A is incorrect because Content pages and Job Layouts are not required to export for the move to production. Content pages are automatically generated from the Category pages, and Job Layouts are part of the Career Site Builder Settings1.
Option C is incorrect because Candidate Profile is not an XML file that can be exported from Career Site Builder. Candidate Profile is a feature that allows candidates to create and manage their profiles on the career site.
Option D is incorrect because Content pages are not required to export for the move to production, as explained above.
Reference:
1: 1H 2023 Release Highlights: Talent Acquisition Innovations and Enhancements | SAP Blogs
2: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
3: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training
[4]: SAP SuccessFactors Recruiting | SAP Help Portal
質問 # 22
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. Submit the Referral Engine Task support ticket after moving your customer's CSB site to production.
- B. Add a campaign code to all XML job feeds that you create for your customer.
- C. Recommend that your customer opt-in for the Organic Network.
- D. Deliver source-coded backlinks so that your customer can replace all links from their externally- hosted sites to their CSB site.
正解：A、D
解説：
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, the actions you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site are:
Deliver source-coded backlinks so that your customer can replace all links from their externally-hosted sites to their CSB site. This means that you need to add a source parameter to the URL of each link that points to the CSB site, such as ?source=corporate. This will allow the CSB site to track the source of the traffic and report it in the Advanced Analytics dashboard1.
Submit the Referral Engine Task support ticket after moving your customer's CSB site to production. This is a mandatory step that enables the Referral Engine feature, which is a tool that allows you to create and manage referral campaigns for your CSB site. The Referral Engine also provides reporting on the referral sources and conversions of the candidates who applied through the CSB site1.
Adding a campaign code to all XML job feeds that you create for your customer is not an action you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site. This is because the campaign code is used to track the performance of the job postings on external platforms, such as job boards or social media, and not on the corporate site. The campaign code is also optional and not required for the XML job feeds to work23.
Recommending that your customer opt-in for the Organic Network is not an action you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site. This is because the Organic Network is a feature that allows your customer to leverage the existing traffic on their CSB site to promote their jobs to other relevant candidates, and not to track the traffic from their corporate site. The Organic Network is also optional and not required for the CSB site to function4.
質問 # 23
What results can you expect if the sitewide metadata is set up as shown below in Career Site Builder (CSB)?
Note: There are 2 correct answers to this question.
- A. When a user opens the home page for the site, Jobs at Best Run will display on the browser tab.
- B. Populating the Meta Keywords field is much more important that using keywords in the page content.
- C. Assuming that metadata leading practices have been followed, when a user opens a Category page on the site, Jobs at Best Run will display on the browser tab.
- D. When Jobs at Best Run is returned in search engine results, it will display as a link to the CSB site.
正解：A、D
解説：
The sitewide metadata in Career Site Builder (CSB) is crucial for enhancing the visibility and accessibility of the site on search engines and for users. If "Jobs at Best Run" is set as the Page Title, it will display on the browser tab when a user opens the home page for the site (Option A). Additionally, when "Jobs at Best Run" appears in search engine results, it will serve as a clickable link directing users to the CSB site (Option B). Option C is incorrect because using keywords in page content is equally important as populating the Meta Keywords field for SEO. Option D is incorrect because metadata leading practices involve specific titles for different pages to enhance SEO. Reference: [SAP SuccessFactors Recruiting: Candidate Experience Administration], Unit 6: Site Setup, Lesson: Site Metadata, Slide 4-5.
質問 # 24
You have enabled Candidate Relationship Management 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.
- A. When sending an email associated with an applicant status
- B. When sending an email associated with a Recruiting email trigger
- C. When sending an email from the Applicant Workbench
- D. When sending an email from the Candidate Search page
正解：C、D
質問 # 25
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. Corporate Home
- B. Top Job Searches
- C. View All Jobs
- D. Careers Home
正解：C、D
解説：
Footer links are important for SEO because they help search engines crawl and index your site, as well as provide easy navigation for users. The Careers Home and View All Jobs links are recommended on every Career Site Builder site because they allow users to access the main landing page and the job search page from any page on the site. These links also help search engines understand the structure and content of your site, and increase the visibility and ranking of your site in search results. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Global Settings, Slide 10.
質問 # 26
What are some leading practices when creating a color palette for the Career Site Builder site?Note: There are 3 correct answers to this question.
- A. Add colors for all brands that will be needed for a multi-branded site.
- B. Archive colors that are only used in the header and footer.
- C. Create colors using the color picker grid or by typing in the RGB or hex code.
- D. Enter a label for each color in your customer's color palette.
- E. Use the opacity slide to lighten a color in your palette instead of creating a new color.
正解：C、D、E
解説：
Option B is correct because you can create colors for your Career Site Builder site using the color picker grid or by typing in the RGB or hex code. This gives you more flexibility and precision in choosing the colors that match your customer's branding and design1.
Option C is correct because you can use the opacity slide to lighten a color in your palette instead of creating a new color. This helps you save space in your palette and avoid having too many similar colors1.
Option D is incorrect because you should not archive colors that are only used in the header and footer. Archiving a color will remove it from your palette and from any components that use it. This can cause errors and inconsistencies in your site design1.
Option E is correct because you should enter a label for each color in your customer's color palette. This helps you identify and organize the colors in your palette and makes it easier to apply them to the components in your site1.
Option A is incorrect because you should not add colors for all brands that will be needed for a multi-branded site. You should create separate color palettes for each brand and assign them to the corresponding site settings. This allows you to manage the colors for each brand independently and avoid confusion and duplication1.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: 1H 2023 Release Highlights: Talent Acquisition Innovations and Enhancements | SAP Blogs
3: Career Site Builder Global Settings and Global Styles | SAP Help Portal
質問 # 27
What are some leading practices regarding the timing of the Advanced Analytics implementation?Note: There are 3 correct answers to this question.
- A. The steps to implement Advanced Analytics must be completed over two or more days.
- B. Advanced Analytics can be implemented when the applicant status set is created.
- C. Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live.
- D. Implement Advanced Analytics immediately following the Career Site Builder site go-live.
- E. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
正解：C、D、E
解説：
Some leading practices regarding the timing of the Advanced Analytics implementation are:
Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live. This means that you do not lose any historical data if you delay the Advanced Analytics configuration1.
Implement Advanced Analytics immediately following the Career Site Builder site go-live. This helps you to monitor the performance and effectiveness of your career site and optimize it based on the insights from the reports2.
The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun. This is because the Advanced Analytics reports are based on the applicant status set, which is already defined in the Recruiting Management module. You do not need to create any custom fields or mappings for the Advanced Analytics reports3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 6 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 7 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Implement Advanced Analytics <= 10%
質問 # 28
When you test the customer's Career Site Builder (CSB) site with an accessibility checker, two of the footer links display Redundant Title Text alerts.How can you correct this?
- A. Replace the footer link with one that does NOT require a title tag.
- B. Click the CODE link for suggestions to correct the issue.
- C. Rename the link using different text for the Title and Text.
- D. The Redundant Title Text issue CANNOT be corrected in the footer of CSB sites.
正解：C
解説：
In SAP SuccessFactors Recruiting: Candidate Experience, when an accessibility checker identifies Redundant Title Text alerts, it indicates that the title attribute text is identical to the link or alternative text. This redundancy can be corrected by renaming the link using different texts for the Title and Text fields to ensure that they are not identical, enhancing website accessibility. Reference: SAP SuccessFactors Recruiting: Candidate Experience documents available at SAP Training)
質問 # 29
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.
- A. The recruiter did NOT include the job with Sync Recruiting Jobs.
- B. The recruiter did NOT include a job description.
- C. The recruiter did NOT include a country.
- D. The recruiter does NOT have permissions for Career Site Builder.
正解：A、C
解説：
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
質問 # 30
Candidate Relationship Management
Your customer is planning to host a virtual job fair to connect with potential candidates who have experience in the medical industry. You create a Candidate Profile Extension field with an associated picklist. Where will you add this field so that candidates can complete it during the job fair even if they do NOT apply for a job?
- A. Add the field to the Candidate Profile template.
- B. Add the field to a data capture form.
- C. Add the field to the Application template.
- D. Add the field to the Create an Account page.
正解：B
解説：
Option A is correct because adding the field to a data capture form will allow candidates to complete it during the job fair even if they do not apply for a job. A data capture form is a tool that collects candidate information on a landing page without requiring them to create an account or submit an application. Data capture forms can be used for events, campaigns, or surveys to engage with potential candidates and build talent pools1.
Option B is incorrect because adding the field to the Application template will only allow candidates to complete it if they apply for a job. The Application template is the form that candidates fill out when they apply for a specific job requisition on the career site. The Application template is not suitable for capturing candidate information for general events or campaigns2.
Option C is incorrect because adding the field to the Candidate Profile template will only allow candidates to complete it if they create or update their profile on the career site. The Candidate Profile template is the form that candidates fill out when they create or update their profile on the career site. The Candidate Profile template is not suitable for capturing candidate information for general events or campaigns3.
Option D is incorrect because adding the field to the Create an Account page will only allow candidates to complete it if they create an account on the career site. The Create an Account page is the page that candidates see when they click on the Create an Account button on the career site. The Create an Account page is not suitable for capturing candidate information for general events or campaigns.
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: Creating and Editing Data Capture Forms | SAP Help Portal
4: Application Template | SAP Help Portal
5: Candidate Profile Template | SAP Help Portal
[6]: Create an Account Page | SAP Help Portal
質問 # 31
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.
- A. Display in the site header or footer
- B. Use to create category page rules
- C. Display on the job layout
- D. Display on search results
- E. Add to data capture forms
正解：C、D、E
質問 # 32
What are some leading practices to format job requisitions so that the job description will render correctly in the Career Site Builder site?Note: There are 2 correct answers to this question.
- A. Use advanced tags such as <div> or <span> in job descriptions.
- B. Use Notepad or another plain text editor to copy and paste job descriptions.
- C. Use simple tags such as <li> or <b> in job descriptions.
- D. Use Microsoft Word or Excel to copy and paste job descriptions.
正解：B、C
解説：
To format job requisitions so that the job description will render correctly in the Career Site Builder site, you should follow these leading practices:
Use simple tags such as <li> or <b> in job descriptions. These tags are supported by Career Site Builder and can help you create bullet points, bold text, and other basic formatting options. Avoid using advanced tags such as <div> or <span> in job descriptions, as they may cause issues with the layout and styling of the site.
Use Notepad or another plain text editor to copy and paste job descriptions. This will help you avoid any hidden formatting or characters that may come from other sources, such as Microsoft Word or Excel. These sources may introduce unwanted elements or styles that may interfere with the rendering of the job description in the Career Site Builder site. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Job Delivery, Slide 9.
質問 # 33
Your customer requires additional Home pages when enabling which of the following elements?Note: There are 2 correct answers to this question.
- A. Site kits
- B. Maps
- C. Locales
- D. Brands
正解：C、D
解説：
Your customer requires additional Home pages when enabling brands and locales on their Career Site Builder site. Brands are different identities or subdomains that your customer may have for their career site, such as different divisions, regions, or products. Locales are different languages or regional settings that your customer may have for their career site, such as English, French, or German. When enabling brands and locales, you need to create additional Home pages for each combination of brand and locale, to ensure that the content and layout are consistent and appropriate for each audience. For example, if your customer has two brands, Brand A and Brand B, and two locales, English and French, then you need to create four Home pages:
Home - English - Brand A
Home - English - Brand B
Home - French - Brand A
Home - French - Brand B
Maps and site kits are not elements that require additional Home pages when enabling them on a Career Site Builder site. Maps are components that display the location of your customer's offices or job requisitions on a map. Site kits are templates that provide predefined styles, components, and pages for your career site. You can use maps and site kits on any Home page, regardless of the brand or locale, without creating additional Home pages. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 34
Career Site Builder Global Settings and Global Styles
What must you consider when configuring custom headers in Career Site Builder?
- A. Each component in a custom header must be configured on a separate row.
- B. The same custom layout is displayed on both desktop and mobile devices.
- C. If a custom header is configured, then all of the headers on the career site must be custom.
- D. The Logo component is required.
正解：D
解説：
Option C is correct because the Logo component is required when configuring a custom header in Career Site Builder. The Logo component displays the customer's logo and links to the home page of the career site. It is the only component that cannot be removed or replaced in a custom header1.
Option A is incorrect because if a custom header is configured, then only the headers that use the same brand and locale as the custom header will be affected. The other headers on the career site will use the default header style or the header style that is configured for their brand and locale1.
Option B is incorrect because the custom layout for desktop and mobile devices can be different. Career Site Builder allows you to configure the custom header components separately for the Desktop Layout and the Mobile Layout tabs. You can add, remove, or rearrange the components for each layout to optimize the user experience on different devices1.
Option D is incorrect because each component in a custom header can be configured on the same row or on a different row, depending on the desired layout. Career Site Builder allows you to drag and drop the components to the header rows and columns and adjust the width and alignment of each component1.
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 a Custom Header | SAP Help Portal
質問 # 35
What are some of the ways that candidates can be added to a talent pool?Note: There are 3 correct answers to this question.
- A. Auto-populate from a saved search.
- B. Add from an email campaign.
- C. Candidates can add themselves.
- D. Add from the Candidate Workbench (Talent Pipeline page).
- E. Add from a Candidate Search.
正解：A、D、E
解説：
Candidates can be added to a talent pool from the following sources:
Candidate Workbench (Talent Pipeline page): You can manually add candidates to a talent pool from the Talent Pipeline page, which shows all the candidates who have applied to your jobs or have been sourced by you or your team12.
Auto-populate from a saved search: You can create a saved search based on certain criteria and assign it to a talent pool. This will automatically add any candidates who match the criteria to the talent pool13.
Add from a Candidate Search: You can perform a candidate search using keywords, filters, or Boolean operators and add the search results to a talent pool14.
You cannot add candidates to a talent pool from an email campaign or allow candidates to add themselves. Email campaigns are used to communicate with candidates who are already in a talent pool1 . Candidates can only join a talent community, which is a broader group of candidates who have expressed interest in your company, but not a specific job or talent pool1 . Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Talent Pools, pages 5-3 to 5-9.
質問 # 36
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