[2024年11月] ベストSAP Certified Associate学習ガイドはC_THR84_2405試験問題集
C_THR84_2405認定ガイド問題と解答トレーニング
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質問 # 36
Job Data Leading Practices
What are some leading practices when creating job descriptions in the requisition?
- A. Place the most unique information about the job at the top of the job description.
- B. Add an image to the job description to attract more attention.
- C. Include information in the job description such as company information and benefits.
- D. Do NOT include bullets in job descriptions as they will not display in the career site.
正解：A、C
解説：
When creating job descriptions in the requisition, it is important to follow some leading practices to ensure that the job descriptions are clear, concise, and compelling. According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course, some of the leading practices are:
Place the most unique information about the job at the top of the job description: This practice helps to capture the attention of the candidates and highlight the main selling points of the job. The most unique information could include the job title, location, summary, or key responsibilities.
Include information in the job description such as company information and benefits: This practice helps to showcase the employer brand and value proposition, and to motivate the candidates to apply for the job. The company information and benefits could include the company culture, vision, mission, values, awards, or recognition.
The following practices are not recommended:
Add an image to the job description to attract more attention: This practice may not be effective, as the image may not display properly on the career site or on external job boards. Moreover, the image may distract the candidates from the actual content of the job description, or may not be relevant to the job.
Do NOT include bullets in job descriptions as they will not display in the career site: This practice is incorrect, as bullets can be used in job descriptions and they will display in the career site. Bullets can help to organize the information in the job description and make it easier to read and scan.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration: This course covers the configuration and administration of the candidate experience features, such as Career Site Builder, Candidate Relationship Management, and Advanced Analytics. It also provides best practices and tips for creating job descriptions in the requisition.
質問 # 37
What are some leading practices regarding the timing of the Advanced Analytics implementation?Note: There are 3 correct answers to this question.
- A. Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live.
- B. The steps to implement Advanced Analytics must be completed over two or more days.
- C. Advanced Analytics can be implemented when the applicant status set is created.
- D. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
- E. Implement Advanced Analytics immediately following the Career Site Builder site go-live.
正解：A、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 # 38
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.
- A. Enter the translations into the Translations menu in CSB.
- B. Duplicate the page from the base locale and enter the translations on the duplicated pages.
- C. Export the default language to an XML file, enter the translations, and import.
- D. Create a new header and footer for each translated page.
正解：A、C
解説：
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
質問 # 39
Career Site Builder Pages and Components
What are some leading practices when creating Category pages?Note: There are 3 correct answers to this question.
- A. Category pages do NOT contain jobs that appear on other Category pages.
- B. Category pages contain different headers and footers than the Home page.
- C. Category pages host minimal content to allow candidates to find jobs quickly and easily.
- D. Category pages use the same design layout to provide a consistent user experience.
- E. Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).
正解：C、D、E
解説：
Some leading practices when creating Category pages are:
Page titles should end with the word Jobs or Careers for better search engine optimization (SEO). This will help the career site rank higher in search engines and attract more candidates1.
Category pages use the same design layout to provide a consistent user experience. This will make the career site look professional and easy to navigate2.
Category pages host minimal content to allow candidates to find jobs quickly and easily. This will reduce the cognitive load and increase the conversion rate of the candidates3.
The other options are not leading practices when creating Category pages:
Category pages contain different headers and footers than the Home page. This will create confusion and inconsistency for the candidates and may affect the branding of the career site.
Category pages do NOT contain jobs that appear on other Category pages. This will limit the exposure and visibility of the jobs and may prevent candidates from finding the best fit for their skills and interests.
質問 # 40
In Admin Center -> Setup Recruiting Marketing Job Field Mapping, which of the following job requisition fields is often mapped to support writing Category Page rules?
- A. Number of Openings
- B. Product Service
- C. Hiring Manager
- D. Department (Category)
正解：A
解説：
The Department (Category) field is often mapped to support writing Category Page rules because it allows you to create dynamic pages based on the department of the job requisition. For example, you can create a page that displays all the jobs in the Marketing department, or a page that shows the department overview and culture. The other fields are not as useful for creating Category Pages, as they are either too specific (Product Service, Hiring Manager) or too general (Number of Openings). Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Job Data and Job Field Mapping, Lesson: Job Field Mapping, Slide 10.
質問 # 41
Configure Locales
Manage Languages in Admin Center must be used to change translated labels for which of the following that are accessed from Career Site Builder sites?
- A. Data capture form
- B. Create an Account page
- C. Job alerts email template
- D. Search bar
正解：B
解説：
Option C is correct because Manage Languages in Admin Center must be used to change translated labels for the Create an Account page that is accessed from Career Site Builder sites. 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 labels on this page, such as the field names, buttons, and messages, are controlled by the Manage Languages tool in Admin Center. You can use this tool to edit the existing translations or add new translations for the labels on this page1.
Option A is incorrect because Manage Languages in Admin Center cannot be used to change translated labels for the job alerts email template that is accessed from Career Site Builder sites. The job alerts email template is the template that defines the content and layout of the email that candidates receive when they subscribe to job alerts on the career site. The labels on this template, such as the subject, header, footer, and unsubscribe link, are controlled by the Email Template Editor in Command Center. You can use this tool to edit the existing translations or add new translations for the labels on this template2.
Option B is incorrect because Manage Languages in Admin Center cannot be used to change translated labels for the search bar that is accessed from Career Site Builder sites. The search bar is the component that allows candidates to search for jobs on the career site using keywords, filters, and facets. The labels on this component, such as the placeholder text, filter names, and facet values, are controlled by the Search Bar Settings in Career Site Builder. You can use this tool to edit the existing translations or add new translations for the labels on this component3.
Option D is incorrect because Manage Languages in Admin Center cannot be used to change translated labels for the data capture form that is accessed from Career Site Builder sites. The data capture form is the tool that collects candidate information on a landing page without requiring them to create an account or submit an application. The labels on this tool, such as the field names, buttons, and messages, are controlled by the Data Capture Form Editor in Command Center. You can use this tool to edit the existing translations or add new translations for the labels on this tool.
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: Manage Languages | SAP Help Portal
4: Configuring Job Alerts | SAP Help Portal
5: Configuring the Search Bar | SAP Help Portal
[6]: Creating and Editing Data Capture Forms | SAP Help Portal
質問 # 42
What should you consider regarding mapping candidate statuses for Advanced Analytics?Note: There are 2 correct answers to this question.
- A. After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session.
- B. Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does NOT need to be mapped.
- C. With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail.
- D. Status mappings can only be completed when there is candidate data associated with each status on the Talent Pipeline.
正解：A、C
解説：
According to the SAP Help Portal1, you should consider the following regarding mapping candidate statuses for Advanced Analytics:
Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does need to be mapped. This is because all statuses must be mapped to one of the five standard statuses in Advanced Analytics: Apply Completed, Qualified, Interviewed, Offer Made, or Hired. If you have multiple not hired statuses, you can map them to ATS Capture, which is a hidden status that does not appear in the reports1.
After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session. This is because the status mappings are not pushed to the Advanced Analytics database until you log out of Command Center or close the browser. If you need to make any changes after logging out, you must contact SAP Customer Support to request a data purge and re-sync1.
With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail. This is because the OData integration requires that all statuses are mapped to ensure data consistency and accuracy. The exceptions are when you have a new status that has not been used by any candidates yet, or when you have a status that is not used by any active job requisitions. In these cases, the sync will not fail, but you will receive a warning message and you should map the status as soon as possible1.
Status mappings can be completed even when there is no candidate data associated with each status on the Talent Pipeline. This is because the status mappings are based on the status names and not on the candidate data. You can map any status that exists in your Recruiting Management system, regardless of whether it has been used by any candidates or not1.
質問 # 43
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：B、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 # 44
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. Use the opacity slide to lighten a color in your palette instead of creating a new color.
- B. Create colors using the color picker grid or by typing in the RGB or hex code.
- C. Archive colors that are only used in the header and footer.
- D. Enter a label for each color in your customer's color palette.
- E. Add colors for all brands that will be needed for a multi-branded site.
正解：A、B、D
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 # 45
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 Application template.
- B. Add the field to a data capture form.
- C. Add the field to the Candidate Profile 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 # 46
Which of these Recruiting features use generic objects?Note: There are 2 correct answers to this question.
- A. Talent pool status sets
- B. Marketing brands
- C. Recruiting teams
- D. Activity tracking
正解：A、B
解説：
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]
質問 # 47
How is defaulted/system text, such as text on the search bar, translated or changed on a Career Site Builder site?
Note: There are 3 correct answers to this question.
- A. System text translations can be changed from Career Site Builder > Tools > Translations.
- B. System text is translated when the locale is enabled.
- C. System text translations are only possible for the site's default language.
- D. System text translations are exported from the Stage site and imported to Production separately from other site imports and exports.
- E. System text translations are made from Career Site Builder > Global Settings.
正解：A、B、E
解説：
System text is the text that is displayed by default on the Career Site Builder site, such as the text on the search bar, the buttons, the labels, and the messages. You can translate or change the system text on a Career Site Builder site by using the following methods:
System text translations can be changed from Career Site Builder > Tools > Translations. This allows you to edit the system text for each language that is enabled on your site. You can also import or export the system text translations as CSV files1.
System text translations are made from Career Site Builder > Global Settings. This allows you to change the system text for the default language of your site. You can also override the system text for specific pages or components2.
System text is translated when the locale is enabled. This means that when you enable a new locale for your site, the system text will automatically be translated to the corresponding language, if available. You can also customize the system text translations for each locale3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 3: Configure Locales, Lesson: Translating System Text, Slide 4 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 3: Configure Locales, Lesson: Translating System Text, Slide 5 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Configure Locales <= 10%
質問 # 48
What are some leading practices regarding text on websites?Note: There are 3 correct answers to this question.
- A. Use half the word count or less than conventional writing.
- B. Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial).
- C. Break up lengthy content and separate with headings.
- D. Use high contrast text, for example, black text on a white background.
- E. Avoid using bulleted or numbered lists.
正解：A、C、D
解説：
Text on websites is an important element of the candidate experience, as it conveys information, instructions, and messages to the visitors. Some leading practices regarding text on websites are:
Use high contrast text, for example, black text on a white background: High contrast text improves readability and accessibility, as it makes the text stand out from the background and reduces eye strain. High contrast text also helps people with visual impairments or color blindness to perceive the text better. You can use the Color Contrast Analyzer tool1 to check the contrast ratio of your text and background colors.
Use half the word count or less than conventional writing: Web users tend to scan rather than read text, so it is important to use concise and clear language that conveys the main points quickly and effectively. You can use the Hemingway Editor tool2 to check the readability and simplicity of your text and eliminate unnecessary words, passive voice, or complex sentences.
Break up lengthy content and separate with headings: Long blocks of text can be overwhelming and boring for web users, so it is advisable to break up the content into smaller chunks and use headings to organize and label them. Headings help web users to navigate and find the information they need, and also improve the SEO (search engine optimization) of your site. You can use the HTML Heading Structure tool3 to check the hierarchy and consistency of your headings.
Avoid using bulleted or numbered lists: This is not a correct answer, because bulleted or numbered lists are useful for presenting multiple items or steps in a concise and structured way. Lists help web users to scan and comprehend the information easily, and also add visual variety to the text. However, you should avoid using too many or too long lists, as they can lose their impact and clarity. You can use the List-o-matic tool4 to generate HTML code for your lists.
Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial): This is not a correct answer, because the choice of font depends on the purpose, audience, and style of your site. Serif fonts have small strokes or lines at the end of the letters, while sans-serif fonts do not. Serif fonts are usually considered more traditional, formal, and elegant, while sans-serif fonts are more modern, casual, and simple. However, there is no definitive rule on which font is better for web text, as both have their advantages and disadvantages. You can use the Font Squirrel tool to find and download free web fonts for your site. Reference:
質問 # 49
When configuring Advanced Analytics, which applicant statuses do NOT need to be mapped?Note: There are 2 correct answers to this question.
- A. Invited to Apply
- B. Forwarded
- C. Withdrawn by Candidate
- D. Auto Disqualified
正解：C、D
解説：
When configuring Advanced Analytics, you need to map the applicant statuses from the Recruiting Management module to the corresponding statuses in the Advanced Analytics module. This allows you to track and report on the candidate journey and the effectiveness of your sourcing channels and campaigns. However, some applicant statuses do not need to be mapped, as they are either not relevant or automatically mapped by the system. These statuses are:
Auto Disqualified: This status is assigned to candidates who fail to meet the minimum qualifications or pass the pre-screening questions. This status is automatically mapped to the Disqualified status in Advanced Analytics, and does not need to be manually mapped.
Withdrawn by Candidate: This status is assigned to candidates who withdraw their application voluntarily. This status is not relevant for Advanced Analytics, as it does not reflect the recruiter's actions or decisions. Therefore, it does not need to be mapped.
The other statuses, Invited to Apply and Forwarded, do need to be mapped, as they are important for measuring the candidate experience and the recruiter performance. The Invited to Apply status is assigned to candidates who are invited to apply for a job requisition by the recruiter. This status should be mapped to the Sourced status in Advanced Analytics, to indicate that the candidate was sourced by the recruiter. The Forwarded status is assigned to candidates who are forwarded to another job requisition by the recruiter. This status should be mapped to the Forwarded status in Advanced Analytics, to indicate that the candidate was moved to another opportunity. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 50
Which of the following are features on the search component that allow picklist searches (Show More Options)?Note: There are 2 correct answers to this question.
- A. The picklist search does NOT support the use of foundation/generic objects.
- B. The picklist search is dynamically populated with values from the career site's active jobs.
- C. The picklist search is automatically populated with all picklist values configured in Picklist Center.
- D. The picklist search gives customers access to 18 fields that they can add as search filters.
正解：B、D
解説：
The search component allows customers to configure picklist searches that can be used as filters by candidates. The picklist search is dynamically populated with values from the career site's active jobs, which means that only relevant values will be displayed. The picklist search gives customers access to 18 fields that they can add as search filters, such as job category, location, job level, etc. The picklist search does not support the use of foundation/generic objects, which means that customers cannot use custom fields or objects as filters. The picklist search is not automatically populated with all picklist values configured in Picklist Center, which means that customers have to map the picklist values to the corresponding fields in the job requisition template. Reference: Career Site Builder Pages and Components, Career Site Builder Global Settings and Global Styles, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 51
Your customer has defined 10 categories. They require 2 languages and 2 brands on their career site, and want the same Category pages represented for all brands and languages.How many Category pages should be created?
- A. 0
- B. 1
- C. 2
- D. 3
正解：B
解説：
The number of Category pages that should be created for a career site with 10 categories, 2 languages, and 2 brands is 40. This is because each Category page needs to be created for each combination of language and brand, to ensure that the content and layout are consistent and appropriate for each audience. For example, if the categories are Accounting, Engineering, Marketing, Sales, IT, HR, Finance, Operations, Customer Service, and Legal, and the languages are English and French, and the brands are Brand A and Brand B, then the following Category pages need to be created:
Accounting - English - Brand A
Accounting - English - Brand B
Accounting - French - Brand A
Accounting - French - Brand B
Engineering - English - Brand A
Engineering - English - Brand B
Engineering - French - Brand A
Engineering - French - Brand B
Marketing - English - Brand A
Marketing - English - Brand B
Marketing - French - Brand A
Marketing - French - Brand B
Sales - English - Brand A
Sales - English - Brand B
Sales - French - Brand A
Sales - French - Brand B
IT - English - Brand A
IT - English - Brand B
IT - French - Brand A
IT - French - Brand B
HR - English - Brand A
HR - English - Brand B
HR - French - Brand A
HR - French - Brand B
Finance - English - Brand A
Finance - English - Brand B
Finance - French - Brand A
Finance - French - Brand B
Operations - English - Brand A
Operations - English - Brand B
Operations - French - Brand A
Operations - French - Brand B
Customer Service - English - Brand A
Customer Service - English - Brand B
Customer Service - French - Brand A
Customer Service - French - Brand B
Legal - English - Brand A
Legal - English - Brand B
Legal - French - Brand A
Legal - French - Brand B
Therefore, the total number of Category pages is 10 x 2 x 2 = 40. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 52
Consultants can create standard or custom XML feeds to meet their customers' job distribution requirements. Which of the following are associated with a standard XML feed?Note: There are 2 correct answers to this question.
- A. One standard XML feed is included in the statement of work for a standard recruiting implementation.
- B. Customers need to renew XML job feeds annually.
- C. The leading practice is to push the delivery of XML feeds using the FTP Scheduler in Command Center.
- D. All of the customer's jobs are included in a standard XML Feed.
正解：A、C
解説：
A standard XML feed is a predefined format of job data that can be used to distribute jobs to external job boards or aggregators. The following are associated with a standard XML feed:
One standard XML feed is included in the statement of work for a standard recruiting implementation. This means that the customer can request one standard XML feed as part of the implementation project, without any additional cost or effort. The standard XML feed will include the default fields and attributes that are supported by Career Site Builder.
The leading practice is to push the delivery of XML feeds using the FTP Scheduler in Command Center. This means that the customer can configure the frequency and timing of the XML feed delivery, and use the FTP Scheduler tool to automate the process of sending the XML feed file to the destination server. This ensures that the job data is updated regularly and consistently across the external sources. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Job Delivery, Slide 13-14.
質問 # 53
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. The Redundant Title Text issue CANNOT be corrected in the footer of CSB sites.
- D. Rename the link using different text for the Title and Text.
正解：D
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 # 54
What happens if a candidate is navigating the Career Site Builder site and clicks to access a branded page that has NOT been built?
- A. The home page for that brand will display.
- B. The page for the default brand will display.
- C. A message will display asking the candidate to select a brand.
- D. An error message will be displayed.
正解：B
解説：
If a candidate tries to access a branded page that has not been built, the system will automatically redirect them to the page for the default brand. This is because the default brand is used as a fallback option when a specific brand is not available or configured. The default brand should have all the pages that are required for the candidate experience, such as the home page, the job search page, the job details page, etc. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Brands, Slide 9.
質問 # 55
Career Site Builder Global Settings and Global Styles
What must you consider when configuring custom headers in Career Site Builder?
- A. If a custom header is configured, then all of the headers on the career site must be custom.
- B. The Logo component is required.
- C. The same custom layout is displayed on both desktop and mobile devices.
- D. Each component in a custom header must be configured on a separate row.
正解：B
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 # 56
What is recommended to be included in the header navigation menu?Note: There are 2 correct answers to this question.
- A. Links to social networks
- B. Links to Content pages
- C. Links to Category pages
- D. Links to top job searches
正解：B、C
解説：
The header navigation menu is a component that allows candidates to navigate through different pages on your career site. It is recommended to include links to Category pages and Content pages in the header navigation menu, as these pages provide relevant information and opportunities for the candidates. Category pages are pages that display job requisitions based on predefined criteria, such as location, function, or industry. Content pages are pages that display custom content, such as company culture, benefits, testimonials, or events. By including links to these pages, you can showcase your employer brand, attract candidates to your job openings, and enhance the candidate experience.
Links to social networks and top job searches are not recommended to be included in the header navigation menu, as they are not essential for the candidate journey. Links to social networks can be added to the footer or the sidebar of your career site, as they are secondary sources of information and engagement. Links to top job searches can be added to the homepage or the search results page of your career site, as they are dynamic and contextual. Adding too many links to the header navigation menu can clutter the user interface and distract the candidates from the main content and actions. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 57
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 field such as "Silver Medalist" on the application view of the Candidate Workbench and select it for qualified candidates who were NOT hired.
- B. Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
- C. Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
- D. Create a specific applicant status on the Talent Pipeline and move qualified candidates who were NOT hired there.
正解：C、D
解説：
To consolidate qualified candidates who were not hired for critical positions in a central location, you can use the following features:
Talent pools: These are groups of candidates that share common characteristics, such as skills, interests, or qualifications. You can create talent pools and add qualified candidates who were not hired to the appropriate talent pools, to maintain a relationship with them and engage them for future opportunities. You can also use the Candidate Relationship Management feature to send targeted email campaigns, invitations, or surveys to the candidates in your talent pools.
Talent Pipeline: This is a feature that allows you to track the progress of candidates through different stages of the recruiting process, such as sourced, contacted, screened, interviewed, or offered. You can create a specific applicant status on the Talent Pipeline, such as "Silver Medalist" or "Backup", and move qualified candidates who were not hired there, to keep them visible and accessible for the recruiters. You can also use the Talent Pipeline to view the candidate profile, history, and notes, and to perform actions such as sending emails, scheduling interviews, or changing statuses.
Creating a Content page on the career site or a field on the application view of the Candidate Workbench are not recommended ways to consolidate qualified candidates who were not hired. A Content page on the career site is a page that displays custom content, such as company culture, benefits, testimonials, or events. It is not a suitable place to store or manage candidate data, as it is public and not integrated with the Recruiting Management module. A field on the application view of the Candidate Workbench is a field that displays additional information about the candidate, such as resume, cover letter, or ratings. It is not a convenient way to group or filter candidates, as it is not searchable or sortable, and it does not allow bulk actions or communications. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration HR840 - SAP SuccessFactors Recruiting: Recruiter Experience Administration
質問 # 58
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.
- A. Upsell additional solutions to the customer.
- B. Work with the customer to develop a job distribution strategy.
- C. Build the customer's CSB site using custom plugins.
- D. Ensure that the job data supports the customer's recruiting strategy.
正解：B、D
解説：
Based on the web search results, some of the responsibilities of a functional consultant on a CSB implementation are:
Work with the customer to develop a job distribution strategy. This involves understanding the customer's business goals, target audience, and recruitment channels, and helping them to optimize their job postings and campaigns across various platforms, such as job boards, social media, and search engines12.
Ensure that the job data supports the customer's recruiting strategy. This involves analyzing the job requisitions, job descriptions, and job classifications, and ensuring that they are consistent, accurate, and compliant with the customer's requirements and standards. It also involves configuring the CSB site to display the job data in a user-friendly and accessible way, using features such as search filters, job alerts, and job recommendations3 .
Upsell additional solutions to the customer is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a sales or account manager, who would identify the customer's needs and offer them additional products or services that could enhance their experience or solve their problems.
Build the customer's CSB site using custom plugins is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a technical consultant or a developer, who would create and implement custom code or plugins to extend the functionality or appearance of the CSB site, according to the customer's specifications or requests.
質問 # 59
Other Career Site Setup
Where is the Job Alerts Email Template configured?
- A. Career Site Builder
- B. Recruiting Email Triggers
- C. E-Mail Notification Templates Settings
- D. Command Center
正解：C
解説：
The Job Alerts Email Template is configured in the E-Mail Notification Templates Settings. This is where you can customize the content and appearance of the email that candidates receive when they subscribe to job alerts on the career site1. You can also specify the sender name, sender email address, subject line, and footer for the job alerts email2.
The other options are not correct places to configure the Job Alerts Email Template:
Command Center: This is where you can manage the career site builder projects, sites, and settings, but not the email templates3.
Recruiting Email Triggers: This is where you can configure the email notifications that are sent to candidates, recruiters, and hiring managers based on certain events or actions in the recruiting process, but not the job alerts email4.
Career Site Builder: This is where you can design and build the career site pages, components, and styles, but not the email templates5.
質問 # 60
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ベストSAP C_THR84_2405学習ガイドと問題集は2024年に更新されました：https://jp.fast2test.com/C_THR84_2405-premium-file.html