[2025年05月07日] C_THR84_2411のPDF問題とテストエンジンには88問があります [Q23-Q42]

[2025年05月07日] C_THR84_2411のPDF問題とテストエンジンには88問があります

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質問 # 23
Which of the following are leading practices regarding the Source Tracker functionality? Note: There are 3 correct answers to this question.

• A. Adding a tracking link enables reporting in Advanced Analytics for manually posted jobs.
• B. Before a recruiter manually posts a job online they should generate a tracking link from Recruiting > Source Tracker > Campaign URL Builder.
• C. If a source that the customer requests is NOT available to enable in the Site Source Editor submit a support ticket to request that the source be created.
• D. Enable your customer's Source Tracker options from Command Center.
• E. When setting up the Source Tracker for your customer enable all possible sources.

正解：A、B、D

質問 # 24
Your customer is interested in learning more about Career Site Builder (CSB).What are some of the advantages of building a career site with CSB?Note: There are 3 correct answers to this question.

• A. Candidates can apply for jobs on a mobile device or a tablet.
• B. Customers can have multiple domain names for their branded site.
• C. The customer's CSB site will precisely match the branding on their corporate site.
• D. Customers can differentiate the functionality and styling of their site through the use of custom plugin components.
• E. Customers can update their CSB career sites on their own.

正解：A、B、E

解説：
Career Site Builder (CSB) is a tool that allows customers to create and manage their own career sites without the need for coding or technical skills. Some of the advantages of building a career site with CSB are:
Candidates can apply for jobs on a mobile device or a tablet, as CSB sites are responsive and adaptive to different screen sizes and orientations. This enhances the candidate experience and accessibility of the site.
Customers can update their CSB career sites on their own, as CSB provides a user-friendly interface and a preview mode that allows customers to see the changes before publishing them. This gives customers more control and flexibility over their site content and design.
Customers can have multiple domain names for their branded site, as CSB supports the use of custom domains and subdomains for different languages, regions, or brands. This allows customers to tailor their site to different audiences and markets.

質問 # 25
Why is it important to set up CSB Role Based Permission from CSB > Users > Roles?Note: There are 2 correct answers to this question.

• A. Only one CSB role can be assigned per user, so additional roles may need to be created to satisfy your customer's permission requirements.
• B. Until CSB Role Based Permission is enabled, NO users can access CSB.
• C. Until CSB Role Based Permission is enabled, all users with access to CSB have all permissions in the tool.
• D. Site setup settings are located within CSB and should only be accessed by trained administrators.

正解：C、D

解説：
It is important to set up CSB Role Based Permission from CSB > Users > Roles because:
Until CSB Role Based Permission is enabled, all users with access to CSB have all permissions in the tool. This means that any user who can log in to CSB can perform any action, such as creating, editing, deleting, publishing, or syncing pages, components, settings, or translations. This could pose a risk of unauthorized or accidental changes, errors, or conflicts in the site configuration and content. Therefore, it is recommended to enable CSB Role Based Permission and assign different roles to different users based on their responsibilities and tasks.
Site setup settings are located within CSB and should only be accessed by trained administrators. These settings include the site name, site ID, site URL, site language, site theme, site layout, site logo, site favicon, site integrations, site analytics, and site SEO. These settings are critical for the functionality, performance, and appearance of the site, and should not be modified by untrained or inexperienced users. Therefore, it is recommended to set up CSB Role Based Permission and restrict the access to these settings to only the administrators who are responsible for the site setup and maintenance.
The other two options are incorrect because:
Until CSB Role Based Permission is enabled, NO users can access CSB. This is not true, as users can still access CSB if they have the permission to access the Career Site Builder tool in the Provisioning system. However, they will have all permissions in the tool, which is not desirable for the reasons explained above.
Only one CSB role can be assigned per user, so additional roles may need to be created to satisfy your customer's permission requirements. This is not true, as users can have multiple CSB roles assigned to them, as long as the roles do not conflict with each other. For example, a user can have both the Content Editor and the Translator role, which allows them to edit and translate the site content. However, a user cannot have both the Administrator and the Content Editor role, as the Administrator role already includes the Content Editor role.
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 1: Candidate Experience Overview and Project Kickoff]
[THR84 - Unit 2: Site Setup]

質問 # 26
Which of the following statements describe recruitment marketing?Note: There are 2 correct answers to this question.

• A. The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job
• B. The practice of promoting the value of an employer's brand in order to recruit talent
• C. The collection of candidate information and organization of prospects based on experience and skills
• D. The focus is on the immediate need to fill a specific job opening

正解：A、B

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

質問 # 27
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. Assist the customer to complete the Readiness Checklist.
• B. Review the statement of work (SOW).
• C. Finish the CSB Configuration Workbook.
• D. Develop the CSB project plan.

正解：A、B

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 # 28
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. Deliver source-coded backlinks so that your customer can replace all links from their externally- hosted sites to their CSB site.
• 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. Submit the Referral Engine Task support ticket after moving your customer's CSB site to production.

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 # 29
Where can you create links to hard-to-fill jobs on the Home page?Note: There are 2 correct answers to this question.

• A. Within the Featured Jobs component
• B. Within the Top Job Searches link in the footer
• C. Within the content dropdown menu in the header
• D. Within the category dropdown menu in the header

正解：A、B

解説：
You can create links to hard-to-fill jobs on the Home page by using the following methods:
Within the Featured Jobs component: This component allows you to display a list of jobs that you want to highlight on the Home page. You can select the jobs manually or use rules to filter them based on criteria such as location, function, or industry1. This way, you can showcase the hard-to-fill jobs to the candidates and encourage them to apply.
Within the Top Job Searches link in the footer: This link allows you to display a list of popular or trending job searches on the Home page. You can configure the link to show the top job searches based on the number of clicks, views, or applications2. This way, you can attract the candidates to the hard-to-fill jobs that are in high demand.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Pages and Components, Lesson: Creating and Configuring Components, Slide 13 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 4: Career Site Builder Pages and Components, Lesson: Creating and Configuring Components, Slide 14 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Career Site Builder Pages and Components <= 10%

質問 # 30
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. Populating the Meta Keywords field is much more important than using keywords in the page content.
• B. When a user opens the home page for the site Jobs at Best Run will display on the browser tab.
• C. When Jobs at Best Run is returned in search engine results it will display as a link to the CSB site.
• D. 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.

正解：A、D

質問 # 31
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 does NOT have permissions for Career Site Builder.
• B. The recruiter did NOT include a job description.
• C. The recruiter did NOT include a country.
• D. The recruiter did NOT include the job with Sync Recruiting Jobs.

正解：B、D

質問 # 32
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 a variety of options for generating graphics to display report results
• B. Allows customers to drill into recruiting data such as dates brands job categories
• C. Allows customers to evaluate trends in source performance over time
• D. Allows customers to track direct indirect recruiting costs for job postings
• E. Provides insight into which sources are delivering high-quality candidates

正解：A、D、E

質問 # 33
Which of the following are features of the clean core dashboard?
Note: There are 2 correct answers to this question.

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

正解：B、C

質問 # 34
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 host minimal content to allow candidates to find jobs quickly easily.
• C. Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).
• D. Category pages contain different headers footers than the Home page.
• E. Category pages use the same design layout to provide a consistent user experience.

正解：A、B、C

質問 # 35
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. Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).
• B. Category pages do NOT contain jobs that appear on other Category pages.
• C. Category pages contain different headers and footers than the Home page.
• D. Category pages use the same design layout to provide a consistent user experience.
• E. Category pages host minimal content to allow candidates to find jobs quickly and easily.

正解：A、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 # 36
After enabling the Unified Data Model why do fields need to be mapped in Setup Recruiting Marketing Job Field Mapping? Note: There are 3 correct answers to this question.

• A. To provide fields that online sources require for XML feeds
• B. To support the use of job requisition fields in Career Site Builder
• C. To support job posting to career sites built with Career Site Builder
• D. To provide fields for filtering reports in Advanced Analytics
• E. To ensure that no more than five custom fields are required for Recruiting Marketing

正解：A、B、D

質問 # 37
What is an example of something you can change using the Translation menu in Career Site Builder?

• A. Job field mappings labels and site buttons
• B. Header and footer links
• C. Job layouts and category rules
• D. Job Alert and Registration email templates

正解：A

解説：
The Translation menu in Career Site Builder gives you access to the Translation Editor, which allows you to provide your own wording in place of default labels in your career site. You can use the translation editor to change the wording for labels anywhere in your career site, such as job field mappings labels and site buttons. The other options are not examples of something you can change using the Translation menu, as they are configured in other menus or settings in Career Site Builder. Reference: Translation Editor in Career Site Builder Tools

質問 # 38
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. Alt Text is NOT required for logos on the site.
• B. Unique alt text should be populated for all images in all languages.
• C. All images on a Career Site Builder site should be oriented as portrait NOT landscape.
• D. Select images that have a strong focal point.
• E. Do NOT use embedded text on images.

正解：B、D、E

質問 # 39
Your customer requires additional Home pages when enabling which of the following elements?Note: There are 2 correct answers to this question.

• A. Brands
• B. Site kits
• C. Locales
• D. Maps

正解：A、C

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 # 40
Job Data Leading Practices
What are some leading practices when creating job descriptions in the requisition?

• A. Do NOT include bullets in job descriptions as they will not display in the career site.
• 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. Place the most unique information about the job at the top of the job description.

正解：C、D

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 # 41
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 simple tags such as <li> or <b> in job descriptions.
• C. Use Microsoft Word or Excel to copy and paste job descriptions.
• D. Use Notepad or another plain text editor to copy and paste job descriptions.

正解：B、D

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 # 42
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