C_THR84_2311 SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023 Questions and Answers

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.

References: Job Distribution, Career Site Builder Job Distribution, Job Data, [Career Site Builder Job Data], [Sales Consultant Job Description], [Technical Consultant Job Description]

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.

References:1:SAP Help Portal - SEO Best Practices2:SAP Help Portal - Guidelines3:SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting: [SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration] : [SAP Certification - C_THR84_2305 - SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023]

 Advanced Analytics is a reporting tool that allows you to measure and optimize the candidate experience on your Career Site Builder (CSB) site. It tracks the candidates’ behavior and actions on the site, such as page views, searches, applications, and referrals. It also tracks the candidates’ progress through the application process, using five standard statuses: Apply Start, Apply Complete, Interviewed, Offer Made, and Hired. These statuses are based on the status configuration in SAP SuccessFactors Recruiting Management. Forwarded is not one of the standard statuses in Advanced Analytics, as it is not a relevant indicator of the candidate experience.

References:

• SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 7: Implement Advanced Analytics, Lesson: Overview of Advanced Analytics
• SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Implement Advanced Analytics <= 10%

A multi-location job posting in CSB allows you to post a job that can be filled in more than one location. To enable this feature, you need to do the following:

• Configure the standard Location Foundation Object field on the job requisition template and make it multi-selectable. This field will store the list of locations where the job can be filled.
• Enable the Google Map integration in CSB and configure the map settings. The Google Map on the CSB site will show all the locations where the job can be filled based on the values in the Location Foundation Object field.
• Configure the standard Location field in CSB to display the primary location value only. The primary location value is the first value in the Location Foundation Object field.The street address is not displayed in this field.
• Optionally, you can also configure a custom field to display the full list of locations where the job can be filled.

References:

• SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Multi-Location Job Posting
• SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Job Delivery <= 10%

The correct URL for the scenario is:

https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube &utm_campaign=sales2023

This URL contains the correct tracking links for the following reasons:

• The utm_source parameter specifies the source of the traffic, which is youtube in this case1.
• The utm_campaign parameter specifies the name of the campaign, which is sales2023 in this case1.
• The utm_source and utm_campaign parameters are separated by an ampersand (&) and preceded by a question mark (?) after the main URL1.

The other options are incorrect for the following reasons:

• Option A: The utm_source and utm_campaign parameters are reversed, which will result in inaccurate tracking of the traffic source and campaign name1.
• Option C: The utm_source and utm_campaign parameters are preceded by an ampersand (&) instead of a question mark (?), which will cause an error in the URL syntax1.
• Option D: The utm_source and utm_campaign parameters are separated by a question mark (?) instead of an ampersand (&), which will cause an error in the URL syntax1.

References:1:SAP Help Portal - Job Delivery

For sites with multiple brands, you can configure different content and category pages, and colors and images, to differentiate them on a Career Site Builder site. Content and category pages are pages that display custom content or job requisitions based on predefined criteria. You can create different content and category pages for each brand, and assign them to different domains or subdomains, to showcase the unique value proposition and opportunities of each brand. Colors and images are visual elements that affect the look and feel of your career site. You can customize the colors and images for each brand, and apply them to different themes or styles, to create a consistent and distinctive brand identity.

Data capture forms and locales are not elements that you can configure to differentiate brands on a Career Site Builder site. Data capture forms are forms that collect candidate information, such as name, email, resume, or consent. You can create different data capture forms for different purposes, such as applying for a job, joining a talent community, or registering for an event, but not for different brands. Locales are settings that determine the language, currency, date format, and other regional preferences of your career site. You can configure different locales for different countries or regions, but not for different brands. References:

• SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
• SAP SuccessFactors Recruiting: Candidate Experience Academy
• HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

To configure the About Us links in the header, you need to do the following:

• Create a list type link in the header named About Us. This will create a drop-down menu that can contain multiple links under the About Us label.
• Create category type links in the header under About Us that link to the three internal pages. These pages are created using the Page Builder tool in CSB, and they can contain various components and content related to the customer’s organization, such as mission, vision, values, culture, etc.
• Create an external type link in the header under About Us that opens a new session and links to the page hosted on the customer’s corporate site. This will allow the candidates to access more information about the customer’s company from their main website.

References:

• SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Career Site Builder Pages and Components, Lesson: Header and Footer
• SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Career Site Builder Pages and Components <= 10%

 The Source Tracker functionality allows you to track the effectiveness of your sourcing channels and campaigns by generating unique tracking links for each job posting. These links can be used to manually post jobs on external sites, such as social media, job boards, or email campaigns. The tracking links capture the source of the candidates who apply through them, and enable reporting in Advanced Analytics for manually posted jobs. You can generate tracking links from Recruiting > Source Tracker > Campaign URL Builder, where you can select the job requisition, the source, and the campaign name. You can also enable your customer’s Source Tracker options from Command Center, where you can configure the default source, the source expiration, and the source attribution. You can also edit the sources that are available to select from the Site Source Editor. You should not enable all possible sources, as this may cause confusion and inaccurate data. You should only enable the sources that are relevant and useful for your customer. If a source that the customer requests is not available to enable in the Site Source Editor, you can submit a support ticket to request that the source be created. References:

• SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
• SAP SuccessFactors Recruiting: Candidate Experience Academy
• [Reviewing the Candidate Experience in SAP SuccessFactors Recruiting]

To achieve this use case, you need to do the following:

• Create custom generic objects for Goods Sold and Store Size in the Metadata Framework (MDF). These objects will store the values for the attributes of the stores. You also need to create associations between these objects and the standard Location Foundation Object.
• Ensure that the location foundation object is enabled and that all required locations have been created in the Manage Data tool. You also need to assign values for Goods Sold and Store Size to each location.
• Edit the talent pool and select values for the additional attributes. You can use the standard filter fields in SAP SuccessFactors HXM Suite to filter candidates by location, and then use the custom filter fields to filter candidates by Goods Sold and Store Size. You can also name the talent pool according to the attributes and their values.

References:

• SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Talent Pools
• SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%

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. References:

• SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
• SAP SuccessFactors Recruiting: Candidate Experience Academy
• HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

Some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers are:

• Automated XML feeds: This is a method of sending job data from SAP SuccessFactors Recruiting to external job boards or aggregators in a standardized format. XML feeds can be configured to run on a scheduled basis, and can include filters and parameters to controlthe data that is sent. XML feeds can improve the accuracy, timeliness, and reach of your job postings, and can also enable tracking and reporting of the source of candidates.
• Recruiting Posting: This is a feature of SAP SuccessFactors Recruiting that allows you to post jobs to multiple job boards or aggregators with a single click. Recruiting Posting can be accessed from the Job Requisition page, where you can select the channels, countries, and languages for your job postings. Recruiting Posting can save you time and money, and can also provide analytics and insights on the performance of your job postings.

Automated OData feeds and job scrapes are not leading practices to distribute jobs for SAP SuccessFactors Recruiting customers. OData feeds are used to extract data from SAP SuccessFactors Recruiting for reporting or integration purposes, but they are not designed to send job data to external sites. Job scrapes are methods of extracting job data from your career site by external job boards or aggregators, but they are not reliable, secure, or consistent, and they may not capture all the relevant data or reflect the latest changes. References:

• 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

When setting up a subdomain for a customer’s Career Site Builder site, the recommended naming convention is to use either careers..com or jobs..com, where is the name of the customer’s organization. These naming conventions are preferred because they:

• Indicate the purpose of the site, which is to showcase the career opportunities and the job openings of the customer.
• Enhance the search engine optimization (SEO) of the site, which helps to rank higher in the search results and attract more traffic and candidates.
• Maintain the branding and identity of the customer, which helps to build trust and recognition among the candidates and the visitors.
• Simplify the domain management and maintenance, which reduces the complexity and the cost of the site administration.

The other two options are incorrect because:

• .careers.com: This naming convention is not recommended because it uses a generic top-level domain (TLD) of .com, which does not indicate the specific country or region of the customer. This could cause confusion and ambiguity among the candidates and the visitors, especially if the customer operates in multiple markets or locations. Moreover, this naming convention could conflict with other existing domains that use the same TLD and the same prefix of careers.
• .com/jobs: This naming convention is not recommended because it uses a subdirectory or a subfolder of /jobs, rather than a subdomain. This could affect the performance and the security of the site, as well as the SEO ranking. For example, using a subdirectory could slow down the loading speed of the site, as it shares the same server and the same resources with the main domain. It could also expose the site to more risks and vulnerabilities, as it inherits the same security settings and the same certificates as the main domain. Furthermore, using a subdirectory could lower the SEO ranking of the site, as it competes with the main domain and the other subdirectories for the same keywords and the same authority.

References:

• 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 2: Site Setup]

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. References:

• SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
• SAP SuccessFactors Recruiting: Candidate Experience Academy
• HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

• Option B is correct because Advanced Analytics user permissions are configured in Command Center, which is the administration tool for SAP SuccessFactors Recruiting Marketing. In Command Center, you can assign users to different roles and grant them access to view and use the Advanced Analytics reports1.
• Option C is correct because users can be given permissions to view only the high-level report, or can also be provided with the ability to drill to details. The high-level report shows the overall performance of the career site and the sources, while the drill to details feature allows users to see the individual candidate records and actions1.
• Option A is incorrect because Advanced Analytics user permissions can be configured before or after the Career Site Builder site is live. However, it is recommended to configure the user permissions before the site is live, so that the users can access the reports as soon as the data is available1.
• Option D is incorrect because users do not need to be set up for Recruiter SSO to access Advanced Analytics. Recruiter SSO is a feature that allows recruiters to log in to the Recruiting Management system using their Recruiting Marketing credentials. This feature is optional and does not affect the user permissions for Advanced Analytics2.

References:

• 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: Setting Admin User Permissions | SAP Help Portal
• 4: Recruiter SSO | SAP Help Portal

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.

References:

• 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.

 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. References:

• SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
• SAP SuccessFactors Recruiting: Candidate Experience Academy
• HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

• Option A is correct because the recruiter must include the job with Sync Recruiting Jobs to enable Real Time Job Sync for that job. Sync Recruiting Jobs is a field in the job requisition that indicates whether the job should be synced to the Career Site Builder site or not. If the recruiter does not check this field, the job will not be synced and will not display on the site1.
• Option B is incorrect because the recruiter does not need to have permissions for Career Site Builder to sync the jobs to the site. Career Site Builder is a tool for administrators to design and configure the career site, not for recruiters to post jobs. The recruiter only needs to have permissions for Recruiting Management to create and manage job requisitions2.
• Option C is correct because the recruiter must include a country for the job to be synced to the Career Site Builder site. The country is a mandatory field in the job requisition that determines the locale and language of the job posting. If the recruiter does not enter a country, the job will not be synced and will not display on the site1.
• Option D is incorrect because the recruiter does not need to include a job description for the job to be synced to the Career Site Builder site. The job description is an optional field in the job requisition that provides more details about the job role and responsibilities. If the recruiter does not enter a job description, the job will still be synced and displayed on the site, but it will have less information for the candidates1.

References:

• 1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
• 2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
• 3: Configuring Real Time Job Sync | SAP Help Portal
• 4: SAP SuccessFactors Recruiting | SAP Help Portal

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.

References:

• 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%

Some leading practices to create locales in Career Site Builder are:

• If the customer requires only one language and it is NOT en_US, you can change the default locale. This will save you time and effort as you do not need to create a new locale and duplicate the pages and components.You can simply edit the default locale and change the language and other settings as needed1.
• Follow the same layout for the localized pages as the default locale. This will ensure consistency and usability across different languages and regions.You can usethe same page templates and components for the locales, and only change the text and images as required2.

The other options are not leading practices for creating locales in Career Site Builder:

• Using Google Translate to translate text for locales is not recommended as it may result in inaccurate or inappropriate translations.You should use a professional translation service or a native speaker to ensure the quality and accuracy of the text3.
• Creating the Home page for the locale instead of duplicating it from the default locale is not a leading practice as it will create extra work and maintenance.You can use the Duplicate Page feature to copy the Home page from the default locale and then edit the text and images as needed for the locale4.

References:1:SAP Help Portal - Change the Default Locale2:SAP Help Portal - Create a New Locale3:SAP Help Portal - Translate Text for Locales4:SAP Help Portal - Duplicate a Page

 The Cookie Consent Manager is a feature that allows candidates to view and modify their cookie preferences on the Career Site Builder site. The Cookie Consent Manager can be accessed by clicking on a link in the header or footer of the site, which the consultant must configure in the Career Site Builder settings. The link can be customized with different text, icon, and style options. Once the candidate clicks on the link, they can see the list of cookies that are used on the site, and choose to enable or disable them based on their preferences. The candidate can also view the cookie policy and the privacy statement from the Cookie Consent Manager. The candidate’s cookie preferences are stored in their browser and applied on subsequent visits to the site, unless they clear their browser cache or change their preferences again. References:

https://training.sap.com/course/hr832-sap-successfactors-recruiting-candidate-experience-administration-classroom-094-g-en/

https://learning.sap.com/learning-journeys/configure-sap-successfactors-recruiting-recruiter-experience

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. References: SAP SuccessFactors Recruiting: Candidate Experience documents available at SAP Training)

The sitewide metadata in Career Site Builder (CSB) is crucial for enhancing the visibility and accessibility of the site on search engines and for users. If “Jobs at Best Run” is set as the Page Title, it will display on the browser tab when a user opens the home page for the site (Option A). Additionally, when “Jobs at Best Run” appears in search engine results, it will serve as a clickable link directing users to the CSB site (Option B). Option C is incorrect because using keywords in page content is equally important as populating the Meta Keywords field for SEO. Option D is incorrect because metadata leading practices involve specific titles for different pages to enhance SEO. References: [SAP SuccessFactors Recruiting: Candidate Experience Administration], Unit 6: Site Setup, Lesson: Site Metadata, Slide 4-5.