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SAP C_THR84_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

Managing Clean Core: This section evaluates the ability to apply clean core principles to ERP systems. It involves enhancing business process agility, minimizing adaptation efforts, and fostering innovation by adhering to these principles.

Topic 2

Configure Locales: This section involves entering translations for candidate-facing text. Candidates should be proficient in configuring locales to ensure that the career site is accessible to a diverse, multilingual audience.

Topic 3

Candidate Relationship Management: This section focuses on individuals responsible for managing interactions with candidates. It involves configuring the Candidate Relationship Management (CRM) features within Career Site Builder.

Topic 4

Implement Advanced Analytics: This part evaluates the skills needed to implement Recruiting Advanced Analytics. Candidates should demonstrate their ability to set up and use advanced analytics tools to derive insights and support recruitment strategies.

Topic 5

Move to Production: This part addresses the process of transitioning a Career Site Builder site from development to a live production environment. Candidates should understand the necessary steps for making the site operational.

Topic 6

Career Site Builder Global Settings and Global Styles: This section evaluates the skills of professionals involved in setting up and configuring Career Site Builder. It includes establishing Global Settings, Global Styles, and Site Configuration to ensure the career site is well-organized and functional.

Topic 7

Career Site Builder Pages and Components: This section focuses on the different page types and components available in Career Site Builder. Candidates should be able to describe the various page elements and how to use them effectively to meet organizational needs.

Topic 8

Other Career Site Setup: This part assesses skills in configuring additional features of Career Site Builder. Candidates should be able to set up elements such as mobile applications, job layouts, and search results to build a comprehensive and user-friendly career site.

Topic 9

Candidate Experience Overview and Project Kickoff: This section describes the core components and steps required during the transition from Sales to implementation. It emphasizes the importance of understanding the candidate experience to ensure a smooth handoff and successful project kickoff.

Topic 10

Career Site Design and Accessibility: This part describes the aspects of career site accessibility, usability, and search engine optimization (SEO). Candidates should demonstrate their ability to design career sites that are user-friendly, accessible, and optimized for search engines.

Topic 11

Site Setup: This section is targeted at professionals handling the initial setup of the career site. It involves enabling and performing basic configuration tasks to ensure Career Site Builder is operational and ready for use.

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Quiz C_THR84_2405 - SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Useful Training Online

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q42-Q47):

NEW QUESTION # 42
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. Upsell additional solutions to the customer.
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:
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.

NEW QUESTION # 43
Which of these Recruiting features use generic objects?Note: There are 2 correct answers to this question.

A. Talent pool status sets
B. Activity tracking
C. Marketing brands
D. Recruiting teams

Answer: A,C

Explanation:
Marketing brands and talent pool status sets are two of the Recruiting features that use generic objects. Generic objects are custom objects that can be created and configured in the Metadata Framework (MDF) to extend the functionality and the flexibility of the SAP SuccessFactors solutions. Generic objects can have their own fields, associations, rules, validations, and UI configurations. Some of the benefits of using generic objects are:
They can be easily created and maintained by the administrators without coding or provisioning.
They can be integrated with other SAP SuccessFactors modules and features, such as Role-Based Permissions, Reporting, and Intelligent Services.
They can be updated and deployed without affecting the system performance or availability.
Marketing brands and talent pool status sets are examples of generic objects that are used in the Recruiting module to enhance the candidate experience and the recruiter efficiency. Marketing brands are generic objects that define the branding and the messaging of the customer's organization to attract and engage the candidates. Marketing brands can have different attributes, such as the brand name, the brand logo, the brand description, the brand color, the brand font, and the brand email signature. Marketing brands can be associated with other generic objects, such as job requisitions, email campaigns, and landing pages, to create a consistent and personalized candidate experience. Talent pool status sets are generic objects that define the stages and the actions of the candidate relationship management (CRM) process. Talent pool status sets can have different attributes, such as the status set name, the status set description, the status set type, and the status set values. Talent pool status sets can be associated with other generic objects, such as talent pools, talent pool candidates, and email templates, to manage and track the candidate pipeline and the communication.
The other two options are incorrect because:
Recruiting teams are not generic objects, but rather standard objects that are predefined and configured in the Recruiting Management system. Recruiting teams are objects that define the roles and the responsibilities of the users who are involved in the recruiting process, such as the hiring manager, the recruiter, the interviewer, and the coordinator. Recruiting teams can be associated with other standard objects, such as job requisitions, job applications, and offer approvals, to assign and control the access and the actions of the users.
Activity tracking is not a generic object, but rather a standard feature that is enabled and configured in the Provisioning system. Activity tracking is a feature that records and displays the activities and the interactions of the candidates and the recruiters throughout the recruiting process, such as the candidate views, the candidate applies, the recruiter emails, and the recruiter notes. Activity tracking can be integrated with other standard features, such as Reporting, Intelligent Services, and Email Notifications, to analyze and improve the candidate experience and the recruiter efficiency.
Reference:
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 3: Candidate Relationship Management]
[THR84 - Unit 4: Career Site Builder Global Settings and Global Styles]

NEW QUESTION # 44
Who delivers the sitemap links to Google and Bing after the Career Site Builder site has been moved to Production?

A. Consultant submits a request through the SAP SuccessFactors HXM Cloud Operations Portal
B. Professional Services
C. Consultant submits a request through the SAP Support Portal
D. Functional consultant or customer

Answer: B

Explanation:
After the Career Site Builder site has been moved to production, the consultant submits a request through the SAP SuccessFactors HXM Cloud Operations Portal to deliver the sitemap links to Google and Bing. The sitemap links are XML files that contain the URLs of all the pages on the site, which help the search engines to crawl and index the site. The consultant needs to provide the following information in the request: the site ID, the site URL, the site language, and the site owner's email address. The SAP SuccessFactors HXM Cloud Operations team will then generate the sitemap links and submit them to Google and Bing on behalf of the consultant.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Sitemap Links SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Move to Production <= 10%

NEW QUESTION # 45
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. You exported Site Settings from stage but did NOT update values in the XML file.
B. The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production.
C. The SSL certificate has NOT yet been created.
D. SAP SuccessFactors has released code to preview, but NOT yet to production.
E. Email layouts have NOT been configured in the CSB stage environment.

Answer: B,C,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 # 46
Which footer links are recommended on every Career Site Builder site to support search engine optimization (SEO)?Note: There are 2 correct answers to this question.

A. Corporate Home
B. View All Jobs
C. Top Job Searches
D. Careers Home

Answer: B,D

Explanation:
Footer links are important for SEO because they help search engines crawl and index your site, as well as provide easy navigation for users. The Careers Home and View All Jobs links are recommended on every Career Site Builder site because they allow users to access the main landing page and the job search page from any page on the site. These links also help search engines understand the structure and content of your site, and increase the visibility and ranking of your site in search results. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Global Settings, Slide 10.

NEW QUESTION # 47
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