C_THR84_2411 LATEST QUESTIONS, VALID STUDY C_THR84_2411 QUESTIONS

C_THR84_2411 Latest Questions, Valid Study C_THR84_2411 Questions

C_THR84_2411 Latest Questions, Valid Study C_THR84_2411 Questions

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Validate Your Skills with SAP C_THR84_2411 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Exam Dumps

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q78-Q83):

NEW QUESTION # 78
Which are some leading practices when using a link on a career site? Note: There are 3 correct answers to this question.

  • A. All external links from the career site should open in the same browser window.
  • B. Include multiple links to the customer's corporate site.
  • C. When a user clicks on the link, immediately display what the user expects to see.
  • D. If blue text is used on the site, ensure that it's always used to represent links.
  • E. Populate the title text for each link.

Answer: C,D,E

Explanation:
Comprehensive and Detailed In-Depth Explanation:Links on Career Site Builder (CSB) sites should be intuitive, accessible, and user-friendly, aligning with web standards. Let's evaluate the leading practices:
* Option A (Populate the title text for each link): Correct. Title attributes improve accessibility and provide context for screen readers and SEO.
* SAP Documentation Excerpt: From theCareer Site Builder Accessibility Guide: "Populate the title attribute for each link (e.g., title='View Sales Jobs') to enhance accessibility for screen readers and provide context for search engines."
* Reasoning: On careers.bestrun.com, a link <a href="/sales" title="View Sales Jobs">Sales</a> helps a visually impaired user understand the destination via JAWS. This is set in CSB > Pages > Link Settings.
* Practical Example: "Best Run" adds "View All Jobs" title text, improving usability.
* Option D (When a user clicks on the link, immediately display what the user expects to see):
Correct. Links must meet user expectations for trust and efficiency.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "Ensure that clicking a link immediately displays the expected content, such as a job list for 'View Jobs,' to maintain candidate trust and usability."
* Reasoning: A "Careers" link onwww.bestrun.comshould load careers.bestrun.com, not a 404 error. This is tested post-configuration.
* Practical Example: "Best Run" ensures "Apply Now" links to the application form, verified in a user test.
* Option E (If blue text is used on the site, ensure that it's always used to represent links): Correct.
Consistent styling signals interactivity.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "If blue text is designated for links, apply it consistently across the site to signal clickable elements to candidates."
* Reasoning: On careers.bestrun.com, blue "Learn More" links (e.g., #0000FF) distinguish from black text, set in CSB > Global Styles > Link Color.
* Practical Example: "Best Run" uses blue for all links, tested for uniformity.
* Option B: Incorrect. Multiple corporate links clutter the site; one is sufficient.
* Option C: Incorrect. External links typically open in new tabs for UX, configured with target="_blank".
* Why A, D, E: These enhance usability and accessibility, per SAP. SAP's link practices support A, D, E.
References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Accessibility Guide.


NEW QUESTION # 79
Which of the following options from SAP SuccessFactors Recruiting can customers use to automate job delivery? Note: There are 2 correct answers to this question.

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

Answer: A,B

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


NEW QUESTION # 80
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. Implement backlinks on the customer's corporate web site that link to their CSB site.
  • B. Build the customer's CSB site using custom plugins.
  • C. Work with the customer to develop a job distribution strategy.
  • D. Ensure that the job data supports the customer's recruiting strategy.

Answer: C,D

Explanation:
Comprehensive and Detailed In-Depth Explanation:A functional consultant's role in a CSB implementation focuses on strategy and configuration:
* Option B (Work with the customer to develop a job distribution strategy): Correct. Consultants collaborate with customers to align job distribution (e.g., via XML feeds, Recruiting Posting) with recruitment goals.
* SAP Documentation Excerpt: From theImplementation Handbook: "The functional consultant is responsible for working with the customer to define a job distribution strategy, ensuring that job postings are effectively delivered to target sources using Career Site Builder and Recruiting Marketing tools."
* Option C (Ensure that the job data supports the customer's recruiting strategy): Correct.
Consultants configure job fields and mappings to reflect strategic priorities (e.g., key roles, locations).
* SAP Documentation Excerpt: From theImplementation Handbook: "A key responsibility of the functional consultant is to ensure that job data, including requisition fields and mappings, supports the customer's recruiting strategy within the CSB implementation."
* Option A (Build the customer's CSB site using custom plugins): Incorrect. Custom plugins are technical enhancements outside a functional consultant's typical scope; CSB uses standard tools.
* Option D (Implement backlinks on the customer's corporate web site): Incorrect. This is a customer or web developer task, not a consultant's responsibility.SAP's defined consultant roles support B and C.
References: SAP SuccessFactors Recruiting: Candidate Experience - Implementation Handbook (Consultant Responsibilities).


NEW QUESTION # 81
Move to Production
What are some conditions that will prevent you from moving the Career Site Builder (CSB) site from stage to production?
Note: There are 3 correct answers to this question.

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

Answer: A,B,D

Explanation:
Moving the Career Site Builder (CSB) site from stage to production is the final step of the implementation process. It allows you to publish your site to the live environment and make it accessible to the candidates. However, there are some conditions that will prevent you from moving the CSB site from stage to production. Some of these conditions are:
The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production. Real Time Job Sync is a feature that synchronizes the job data between the Recruiting Management and the CSB modules. You need to configure it in both the stage and the production environments to ensure that the job data is consistent and up-to-date on your site1.
The SSL certificate has NOT yet been created. SSL is a protocol that encrypts the personal data used in the recruiting process. You need to create and install an SSL certificate for your site to ensure that the data transmission between the candidate's browser and the site is secure and protected2.
SAP SuccessFactors has released code to preview, but NOT yet to production. SAP SuccessFactors releases code updates to the preview and the production environments at different times. You need to wait until the code is released to the production environment before you can move the CSB site from stage to production. This ensures that the site functionality and performance are not affected by the code changes3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Moving to Production, Slide 7 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 6: Move to Production, Lesson: Moving to Production, Slide 8 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Move to Production <= 10%


NEW QUESTION # 82
What are some leading practices regarding the timing of the Advanced Analytics implementation? Note:
There are 2 correct answers to this question.

  • A. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
  • B. Advanced Analytics can be implemented when the applicant status set is created.
  • C. The steps to implement Advanced Analytics must be completed over two or more days.
  • D. Implement Advanced Analytics immediately following the Career Site Builder site go-live.

Answer: B,D

Explanation:
Comprehensive and Detailed In-Depth Explanation:Advanced Analytics (AA) in Recruiting provides insights into candidate sourcing and pipeline:
* Option C (Implement Advanced Analytics immediately following the Career Site Builder site go- live): Correct. Implementing AA post-CSB go-live ensures data collection starts early, maximizing historical insights, a best practice in SAP guides.
* Option D (Advanced Analytics can be implemented when the applicant status set is created):
Correct. AA relies on applicant statuses (e.g., "Applied," "Hired"); implementing it when statuses are defined ensures data mapping readiness.
* Option A (The steps to implement Advanced Analytics must be completed over two or more days): Incorrect. Timing isn't mandated; it depends on complexity, not a fixed multi-day rule.
* Option B (The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun): Incorrect. Fields must be planned pre- implementation for effective reporting.SAP'sAdvanced Analytics Implementation Guideendorses C and D as optimal timing practices.References: SAP SuccessFactors Recruiting: Candidate Experience - Advanced Analytics Implementation Guide.


NEW QUESTION # 83
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