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SAP C-THR84-2505 Exam Syllabus Topics:

Topic
Details

Topic 1

Other Career Site Setup: This section of the exam measures skills of SAP Consultants in configuring additional site features like data capture forms, metadata tags, and search engine optimization settings to enhance site performance and engagement.

Topic 2

Site Setup: This section of the exam evaluates the knowledge of SAP Consultants in setting up foundational elements of the external career site, such as domain configuration, site URLs, and basic technical alignment with SAP SuccessFactors Recruiting.

Topic 3

Career Site Builder Global Settings and Global Styles: This section of the exam assesses the configuration skills of SAP Consultants related to the global settings and design styles that govern the overall look and feel of the career site, such as fonts, color schemes, and layout defaults.

Topic 4

Candidate Experience Overview and Project Kickoff: This section of the exam measures skills of Implementation Specialists and covers the initial stages of a Candidate Experience project, including scope definition, stakeholder alignment, and planning activities for launching a SuccessFactors Career Site Builder (CSB) implementation.

Topic 5

Career Site Builder Pages and Components: This section of the exam evaluates the knowledge of Implementation Specialists in creating and managing pages and content blocks using Career Site Builder components, supporting modular design and dynamic content presentation.

Topic 6

Candidate Relationship Management: This section of the exam evaluates the knowledge of Implementation Specialists in configuring and managing Candidate Relationship Management features, including campaigns, talent pools, and engagement workflows to support proactive recruiting strategies.

Topic 7

Implement Advanced Analytics: This section of the exam assesses the skills of SAP Consultants in setting up and utilizing advanced analytics tools that track candidate behavior, site traffic, and performance metrics for actionable insights.

Topic 8

Career Site Design and Accessibility: This section of the exam measures the ability of Implementation Specialists to design career sites with a focus on user experience and accessibility standards, ensuring compliance and aesthetic consistency across devices.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q46-Q51):

NEW QUESTION # 46
Which of the following statements describe recruitment marketing? Note: There are 2 correct answers to this question.

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

Answer: A,B

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Recruitment Marketing (RMK) focuses on proactive talent attraction:
* Option A (The strategies an organization uses to find, attract, engage, and nurture talent before they apply): Correct. RMK is about building a talent pipeline pre-application.
* SAP Documentation Excerpt: From the Recruiting Marketing Guide: "Recruitment Marketing encompasses strategies to find, attract, engage, and nurture talent before they apply, leveraging tools like Career Site Builder and job distribution."
* Option C (The practice of promoting the value of an employer's brand): Correct. Employer branding is a core RMK component.
* SAP Documentation Excerpt: From the Recruiting Marketing Guide: "A key aspect of Recruitment Marketing is promoting the employer's brand value to attract top talent, enhancing the organization's appeal."
* Option B: Incorrect. This describes talent pool management, not RMK.
: SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Marketing Guide.

NEW QUESTION # 47
You have enabled and created a branded email layout for your customer. When can this custom email layout be used? Note: There are 2 correct answers to this question.

A. When sending an email from the Candidate Search page
B. When sending an email associated with an applicant status
C. When sending an email associated with a Recruiting email trigger
D. When sending an email from the Applicant Workbench

Answer: A,D

NEW QUESTION # 48
What are some leading practices to enter language translations for customer-specific content into Career Site Builder (CSB)? Note: There are 2 correct answers to this question.

A. Create a new header and footer for each translated page.
B. Export the default language to an XML file, enter the translations, and import.
C. Enter the translations into the Translations menu in CSB.
D. Duplicate the page from the base locale and enter the translations on the duplicated pages.

Answer: B,D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Translating customer-specific content (e.g., custom text on Content or Category pages) in CSB requires efficient and accurate methods. Let's evaluate the options:
* Option B (Export the default language to an XML file, enter the translations, and import):
Correct. This bulk translation method streamlines the process for multiple pages or fields.
* SAP Documentation Excerpt: From the Career Site Builder Localization Guide: "A leading practice is to export the default language content to an XML file from CSB, enter translations, and import the updated file to apply localized content."
* Reasoning: In CSB > Tools > Export, export the default locale (e.g., en_US) as an XML file, edit it in a tool like Excel to add translations (e.g., "About Us" to "A propos de nous" for fr_FR), then import via CSB > Tools > Import. This ensures consistency and reduces manual errors across pages like careers.bestrun.com/about.
* Practical Example: For "Best Run," exporting en_US content, translating "Join Us" to
"Rejoignez-nous," and importing updates all relevant pages.
* Option C (Duplicate the page from the base locale and enter the translations on the duplicated pages): Correct. This manual method allows page-specific customization for unique content.
* SAP Documentation Excerpt: From the Career Site Builder Localization Guide: "Duplicate pages from the base locale in CSB and enter translations directly on the duplicated pages as a flexible method for customer-specific content."
* Reasoning: In CSB > Pages, duplicate a Content page (e.g., "About Us - en_US"), create "About Us - fr_FR," and edit fields (e.g., text, headings) to "A propos de nous." This suits small sites or unique pages.
* Practical Example: For "Best Run," duplicating "Benefits" and translating "Health Insurance" to
"Assurance sante" tailors the page.
* Option A (Create a new header and footer for each translated page): Incorrect. Headers and footers are global, managed in Global Styles, not page-specific, to maintain consistency.
* Option D (Enter the translations into the Translations menu): Incorrect. The Translations menu handles system text (e.g., "Search"), not customer-specific content, which uses B or C.

NEW QUESTION # 49
When the Unified Data Model is enabled, which of the following options are available when configuring the search experience? Note: There are 3 correct answers to this question.

A. Select fields from the job requisition template to display in individual drop-down menus on the search bar.
B. Configure a color or image for the search bar for each of your customer's brands.
C. Configure options for the search results page and the job results cards for each of your customer's brands.
D. Select fields from the job requisition template for the search results card and designate on which line of the card to display each.
E. Enable location-based searches on the search bar.

Answer: C,D,E

Explanation:
Comprehensive and Detailed In-Depth Explanation:
The Unified Data Model (UDM) enhances CSB's search experience:
* Option A (Enable location-based searches on the search bar): Correct. UDM supports location- based filtering (e.g., via Google Maps integration), a key feature for candidate search.
* Option D (Select fields from the job requisition template for the search results card and designate on which line of the card to display each): Correct. UDM allows customization of search result cards (e.g., title, location) via mapped fields, configurable in CSB.
* Option E (Configure options for the search results page and the job results cards for each of your customer's brands): Correct. Multi-brand sites can tailor search results and cards per brand in CSB.
* Option B (Select fields from the job requisition template to display in individual drop-down menus on the search bar): Incorrect. Drop-downs are predefined (e.g., category, location), not fully customizable per requisition fields.
: SAP SuccessFactors Recruiting: Candidate Experience - Unified Data Model Configuration Guide.

NEW QUESTION # 50
What should you consider regarding mapping candidate statuses for Advanced Analytics? Note: There are 2 correct answers to this question.

A. Status mappings can only be completed when there is candidate data associated with each status on the Talent Pipeline.
B. With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail.
C. Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does NOT need to be mapped.
D. After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session.

Answer: A,B

NEW QUESTION # 51
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