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SAP C-THR84-2411 Exam Syllabus Topics:

Topic
Details

Topic 1

Implement Advanced Analytics: This section of the exam measures skills of HRIS analysts and covers setting up analytics tools for tracking site engagement, job view metrics, and candidate application behavior. It enables stakeholders to measure effectiveness and adjust strategies accordingly.

Topic 2

Move to Production: This section of the exam measures skills of HRIS analysts and relates to finalizing the site build and preparing it for live deployment. It includes validation, environment checks, and readiness reviews for go-live.

Topic 3

Candidate Experience Overview and Project Kickoff: This section of the exam measures skills of implementation consultants and covers the foundational understanding of the candidate experience within SAP SuccessFactors. It includes preparing for a project kickoff, clarifying scope, and identifying critical configurations early in the implementation lifecycle.

Topic 4

Configure Locales: This section of the exam measures skills of implementation consultants and involves enabling and managing multiple languages for the career site. It ensures localized content is correctly displayed to candidates based on their preferred or default language settings.

Topic 5

Candidate Relationship Management: This section of the exam measures skills of implementation consultants and focuses on tools used to engage passive candidates and manage talent pipelines. It includes setting up campaigns, templates, and workflows to improve long-term recruiting outcomes.

Topic 6

Career Site Builder Global Settings and Global Styles: This section of the exam measures skills of HRIS analysts and covers the configuration of global settings and styles that define the site’s look and feel. It involves managing branding elements such as fonts, colors, and layouts that apply across all pages.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q77-Q82):

NEW QUESTION # 77
For sites with multiple brands, what elements can you configure to differentiate them on a Career Site Builder site? Note: There are 2 correct answers to this question.

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

Answer: A,B

Explanation:
Comprehensive and Detailed In-Depth Explanation:Multi-brand CSB sites allow differentiation to reflect distinct brand identities:
* Option A (Colors and images): Correct. CSB'sGlobal StylesandBrand Configurationlet you customize colors (e.g., palette) and images (e.g., logos, banners) per brand, ensuring visual distinction.
* Option B (Data capture forms and locales): Correct. You can tailor data capture forms (e.g., fields, branding) and locales (e.g., language, region) per brand, enhancing candidate targeting and compliance.
* Option C (Content and category pages): Incorrect as a primary differentiator. While configurable, these are more about site structure than brand distinction, applying across brands unless explicitly branded.
* Option D (Cookie Consent Manager and JavaScript): Incorrect. These are sitewide technical features, not typically differentiated by brand.SAP'sCareer Site Builder Multi-Brand Guidesupports A and B as key differentiation elements.References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Multi-Brand Guide.

NEW QUESTION # 78
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 content dropdown menu in the header
B. Within the Featured Jobs component
C. Within the Top Job Searches link in the footer
D. Within the category dropdown menu in the header

Answer: B,C

Explanation:
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%

NEW QUESTION # 79
Candidate Experience Overview and Project Kickoff
What are some key features of a fully hosted Career Site Builder (CSB) site?Note: There are 2 correct answers to this question.

A. When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to an applicant tracking system.
B. The customer maintains their own career site in addition to the CSB career site.
C. When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to the CSB site.
D. All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site.

Answer: C,D

Explanation:

Some key features of a fully hosted Career Site Builder (CSB) site are:
When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to the CSB site. This will provide a seamless and branded experience for the candidates and allow them to explore the company's culture, values, and opportunities1.
All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site. This will enable the candidates to find and apply for jobs that match their interests and qualifications, and also learn more about the company's benefits, diversity, and social responsibility2.
The other options are not valid features of a fully hosted CSB site:
When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to an applicant tracking system. This will create a disjointed and unappealing experience for the candidates and may discourage them from applying or returning to the site3.
The customer maintains their own career site in addition to the CSB career site. This will create duplication and inconsistency of content and design, and also increase the maintenance and cost for the customer4.

NEW QUESTION # 80
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. Advanced Analytics can be implemented when the applicant status set is created.
C. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
D. The steps to implement Advanced Analytics must be completed over two or more days.
E. Implement Advanced Analytics immediately following the Career Site Builder site go-live.

Answer: A,C,E

Explanation:
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%

NEW QUESTION # 81
What could delay the completion of the localization of your customer's career site? Note: There are 3 correct answers to this question.

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

Answer: A,B,E

Explanation:
Comprehensive and Detailed In-Depth Explanation:Localization in CSB involves translating site content for different locales:
* Option B (The customer translated HTML tags and tokens in the locale columns of the configuration workbook): Correct. Translating tags/tokens (e.g., <p>, {jobTitle}) corrupts the workbook, delaying processing as they must remain untranslated.
* SAP Documentation Excerpt: From theCareer Site Builder Localization Guide: "HTML tags and tokens in the configuration workbook must not be translated; translating these elements will cause errors and delay the localization process."
* Option C (The customer has NOT approved the default locale): Correct. The default locale (e.g., en_US) must be approved first, as it's the baseline for translations, causing delays if pending.
* SAP Documentation Excerpt: From theLocalization Guide: "Approval of the default locale is required before additional locales can be processed, as it serves as the reference point for all translations."
* Option E (The consultant did NOT include all of the text for the default locale in the configuration workbook): Correct. Missing default text prevents complete translation, stalling the process.
* SAP Documentation Excerpt: From theLocalization Guide: "The consultant must ensure all text for the default locale is included in the configuration workbook; omissions will delay the localization timeline."
* Option A (Google Translate did NOT contain all of the terms): Incorrect. Google Translate isn't an official SAP tool for CSB localization; delays stem from process errors, not external tools.
* Option D (The customer requested changes to the localization of system text): Incorrect. System text changes are separate and don't inherently delay site localization.SAP's localization process identifies B, C, E as potential delays.References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Localization Guide.

NEW QUESTION # 82
......

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