C-THR84-2411 TOP EXAM DUMPS - NEW EXAM C-THR84-2411 MATERIALS

C-THR84-2411 Top Exam Dumps - New Exam C-THR84-2411 Materials

C-THR84-2411 Top Exam Dumps - New Exam C-THR84-2411 Materials

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q38-Q43):

NEW QUESTION # 38
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. The SSL certificate has NOT yet been created.
  • B. You exported Site Settings from stage but did NOT update values in the XML file
  • C. The Job Alert Email Template has NOT been configured in the CSB stage environment.
  • D. SAP SuccessFactors has released code to preview, but NOT yet to production.
  • E. The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production.

Answer: A,D,E

Explanation:
Comprehensive and Detailed In-Depth Explanation:Moving CSB from stage to production requires readiness:
* Option A (The SSL certificate has NOT yet been created): Correct. An SSL certificate is mandatory for secure production access.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "An SSL certificate must be created and installed before moving the CSB site to production to ensure secure candidate access via HTTPS."
* Option B (The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production): Correct. Key integrations like Real Time Job Sync must be production-ready.
* SAP Documentation Excerpt: From theImplementation Handbook: "Site setup steps, including Real Time Job Sync configuration, must be completed in the production environment prior to the CSB site move to ensure functionality."
* Option C (SAP SuccessFactors has released code to preview, but NOT yet to production): Correct.
Code misalignment between environments blocks the move.
* SAP Documentation Excerpt: From theImplementation Handbook: "If SAP SuccessFactors has released code to the preview environment but not yet to production, the CSB site move will be prevented until environments are synchronized."
* Option D: Incorrect. Job Alert templates are configurable post-move if needed.
* Option E: Incorrect. Updating XML values is a consultant task, not a blocker.SAP's guidelines identify A, B, C as preventing conditions.References: SAP SuccessFactors Recruiting: Candidate Experience - Implementation Handbook.


NEW QUESTION # 39
What must you consider when using custom fonts in Career Site Builder (CSB)?

  • A. Ensure that the font is uploaded in a ZIP file.
  • B. Once a custom font is uploaded the fonts of existing components are replaced.
  • C. Ensure that the customer owns the font license.
  • D. Remember that only one custom font can be uploaded in CS

Answer: C


NEW QUESTION # 40
Site Setup
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 did NOT include a country.
  • B. The recruiter did NOT include the job with Sync Recruiting Jobs.
  • C. The recruiter did NOT include a job description.
  • D. The recruiter does NOT have permissions for Career Site Builder.

Answer: A,B

Explanation:
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.
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 Real Time Job Sync | SAP Help Portal
4: SAP SuccessFactors Recruiting | SAP Help Portal


NEW QUESTION # 41
What is the recommended naming convention when setting up a subdomain for a customer's Career Site Builder site? Note: There are 2 correct answers to this question.

  • A. <company>
    .careers.com
  • B. <company>
    .com/jobs
  • C. careers.
    <company>
    .com
  • D. jobs.
    <company>
    .com

Answer: C,D

Explanation:
Comprehensive and Detailed In-Depth Explanation:In SAP SuccessFactors Recruiting: Candidate Experience, the Career Site Builder (CSB) is designed to create branded, SEO-friendly career sites. The recommended naming convention for subdomains aligns with usability, branding, and search engine optimization (SEO) best practices. Options B (jobs.<company>.com) and C (careers.<company>.com) are widely recognized as standard conventions because:
* Subdomain Structure: Using "jobs" or "careers" as a prefix to the company's primary domain (e.g., jobs.company.com or careers.company.com) clearly indicates the purpose of the site, enhancing user experience and SEO visibility.
* SEO Benefits: Search engines like Google prioritize descriptive and relevant subdomains, making it easier for candidates to find the career site when searching for job opportunities at the company.
* Scalability: These formats allow flexibility for multi-brand or multilingual setups (e.g., careers.us.
company.com).
* Option A (<company>.com/jobs): This is a subdirectory, not a subdomain. While functional, it's less recommended because it ties the career site to the main corporate domain structure, potentially complicating branding separation or site hosting configurations.
* Option D (<company>.careers.com): This implies a separate domain (e.g., companycareers.com), which is less common and not a subdomain of the primary company domain. It's not a best practice unless the company owns a unique domain specifically for careers, which is rare.SAP documentation, such as theCareer Site Builder Administration Guide, emphasizes subdomain setups like B and C for consistency and integration with Recruiting Marketing features.References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (latest version as of Q1
2025).


NEW QUESTION # 42
What are some leading practices regarding the timing of the Advanced Analytics implementation? Note:
There are 2 correct answers to this question.

  • A. Advanced Analytics can be implemented when the applicant status set is created.
  • B. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
  • 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: A,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 # 43
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