TroytecDumps C_THR84_2405 Exam Questions Real C_THR84_2405 Practice Dumps [Q16-Q35]

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SAP C_THR84_2405 Exam Syllabus Topics:

Topic	Details
Topic 1	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 2	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 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	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.
Topic 5	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 6	Job Delivery: This section covers job distribution methods, generating XML feeds, and using the Source Tracker. Candidates should be able to describe various job delivery options and effectively manage job postings and tracking.
Topic 7	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 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	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 10	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 11	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.

NO.16 Fields defined on the job requisition and mapped to Career Site Builder can be used for which purposes?Note: There are 3 correct answers to this question.

Display on search results

Add to data capture forms

Display in the site header or footer

Use to create category page rules

Display on the job layout

NO.17 What are some of the ways that candidates can be added to a talent pool?Note: There are 3 correct answers to this question.

Add from the Candidate Workbench (Talent Pipeline page).

Add from an email campaign.

Auto-populate from a saved search.

Add from a Candidate Search.

Candidates can add themselves.

NO.18 Move to Production
When moving a Career Site Builder site to production, which four XML files must you export for the move to production?

Content pages, Category pages, Job Layouts, Career Site Builder Settings

Site Settings, Career Site Builder Settings, Category pages, Translations

Candidate Profile, Site Settings, Translations, Category pages

Site Settings, Career Site Builder Settings, Content pages, Translations

NO.19 It is important for customers to be able to report on which candidates arrived at their Career Site Builder (CSB) site from their corporate site.What are the actions you need to take to facilitate this reporting?Note: There are 2 correct answers to this question.

Add a campaign code to all XML job feeds that you create for your customer.

Recommend that your customer opt-in for the Organic Network.

Deliver source-coded backlinks so that your customer can replace all links from their externally- hosted sites to their CSB site.

Submit the Referral Engine Task support ticket after moving your customer’s CSB site to production.

NO.20 When setting up Real Time Job Sync, where will you find the values to populate the Service Provider Settings in Provisioning?Note: There are 2 correct answers to this question.

The URLs, Username, and Password are from CSB > Tools > Manage API Credentials.

The Security Key is from CSB > Settings > Site Configuration > Site Integrations.

The API Key, Username, and Password are from CSB > Tools > Manage API Credentials.

API Key is from CSB > Settings > Site Configuration > Site Integrations.

NO.21 You have enabled Candidate Relationship Management 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.

When sending an email from the Candidate Workbench

When sending an email associated with an applicant status

When sending an email from the Candidate Search page

When sending an email associated with a Recruiting email trigger

NO.22 Candidate Relationship Management
Assume that your customer owns a chain of retail stores. They require talent pools based on attributes of the stores, such as Goods Sold, Store Size, and Location.What are the steps to achieve this use case? Note: There are 3 correct answers to this question.

Use the standard filter fields in SAP SuccessFactors HXM Suite to represent the attributes.

When naming the talent pool, list all of the attributes and their values.

Edit the talent pool and select values for the additional attributes.

Ensure that the location foundation object is enabled and that all required locations have been created.

Create custom generic objects for Goods Sold and Store Size.

NO.23 Career Site Design and Accessibility
When internal career site is enabled, what can be different on the Career Site Builder site for internal employees and external candidates?Note: There are 2 correct answers to this question.

Internals and externals may see different headers and footers.

Internals and externals may be able to apply to different jobs.

Internals and externals may see different page components.

Internals and externals may see different job layouts.

When internal career site is enabled, you can configure different settings and content for internal employees and external candidates on your Career Site Builder site. This allows you to tailor the candidate experience based on the audience and the business needs. Some of the differences that can be applied are:
Internals and externals may be able to apply to different jobs: You can set up job requisitions to be visible only to internal employees, only to external candidates, or to both. This way, you can control who can view and apply to certain jobs based on their eligibility and suitability. You can also set up different application processes and forms for internals and externals, such as requiring different information or documents, or enabling different integrations or assessments.
Internals and externals may see different page components: You can create different page components for internal employees and external candidates, such as banners, videos, testimonials, or forms. You can also assign different page components to different pages based on the audience, such as showing different messages or images on the home page, category page, or job details page. This way, you can customize the look and feel of your site and provide relevant and engaging content for each group.
Internals and externals may see different headers and footers: This is not a correct answer, because the header and footer settings are global and apply to the entire site, regardless of the audience. You cannot create or assign different headers and footers for internal employees and external candidates. However, you can use the header and footer components to display different links or menus based on the audience, such as showing different career site pages, external sites, or internal resources.
Internals and externals may see different job layouts: This is not a correct answer, because the job layout settings are also global and apply to the entire site, regardless of the audience. You cannot create or assign different job layouts for internal employees and external candidates. However, you can use the job layout components to display different information or actions based on the audience, such as showing different job details, apply buttons, or share options. Reference

NO.24 What results can you expect if the sitewide metadata is set up as shown below in Career Site Builder (CSB)?

Note: There are 2 correct answers to this question.

When a user opens the home page for the site, Jobs at Best Run will display on the browser tab.

When Jobs at Best Run is returned in search engine results, it will display as a link to the CSB site.

Populating the Meta Keywords field is much more important that using keywords in the page content.

Assuming that metadata leading practices have been followed, when a user opens a Category page on the site, Jobs at Best Run will display on the browser tab.

NO.25 What are some leading practices to format job requisitions so that the job description will render correctly in the Career Site Builder site?Note: There are 2 correct answers to this question.

Use simple tags such as <li> or <b> in job descriptions.

Use advanced tags such as <div> or <span> in job descriptions.

Use Notepad or another plain text editor to copy and paste job descriptions.

Use Microsoft Word or Excel to copy and paste job descriptions.

NO.26 Which of the following statements describe recruitment marketing?Note: There are 2 correct answers to this question.

The practice of promoting the value of an employer’s brand in order to recruit talent

The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job

The collection of candidate information and organization of prospects based on experience and skills

The focus is on the immediate need to fill a specific job opening

Recruitment marketing is a term that refers to the process of attracting and engaging potential candidates for an organization, using various marketing techniques and channels. Recruitment marketing has two main aspects:
The practice of promoting the value of an employer’s brand in order to recruit talent: This involves creating and communicating a compelling and consistent message about the organization’s culture, vision, values, and benefits, and showcasing it to the target talent pool. The goal is to build awareness, trust, and loyalty among the candidates, and to differentiate the organization from its competitors. Employer branding can be done through various media, such as websites, social media, blogs, videos, podcasts, events, or referrals.
The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job: This involves identifying and reaching out to the right candidates, using data-driven insights and personalized content. The goal is to generate interest, curiosity, and excitement among the candidates, and to guide them through the candidate journey, from awareness to consideration to application. Recruitment marketing strategies can include search engine optimization (SEO), pay-per-click (PPC) advertising, email marketing, social media marketing, content marketing, or talent networks.
The collection of candidate information and organization of prospects based on experience and skills: This is not a correct answer, because this is more related to candidate relationship management (CRM) than recruitment marketing. CRM is a tool or system that helps recruiters to manage and track their interactions with candidates, and to build and maintain long-term relationships with them. CRM can help recruiters to collect and store candidate information, such as resumes, profiles, preferences, or feedback, and to segment and organize prospects based on various criteria, such as experience, skills, location, or source. CRM can also help recruiters to communicate and engage with candidates, such as sending automated messages, reminders, or newsletters, or inviting them to events or webinars.
The focus is on the immediate need to fill a specific job opening: This is not a correct answer, because this is more related to recruitment than recruitment marketing. Recruitment is the process of finding, screening, interviewing, and hiring candidates for a specific job opening, using various methods and tools. Recruitment focuses on the short-term need to fill a vacancy, and evaluates candidates based on their qualifications, competencies, and fit for the role. Recruitment can be done through various channels, such as job boards, career sites, referrals, or agencies. Reference:

NO.27 What are the options for enabling the “Hear more about career opportunities” flag (also called “Consent to Marketing”) so that a candidate receives email campaigns?Note: There are 3 correct answers to this question.

A back-end script is run to update all candidates’ settings for “Hear more about career opportunities”.

The candidate updates the setting for “Hear more about career opportunities” from their candidate profile.

A recruiter updates the setting for “Hear more about career opportunities” from the candidate’s profile.

The candidate selects “Hear more about career opportunities” when creating an account.

An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the “Hear more about career opportunities” option is enabled.

NO.28 Which of the following are leading practices for using images on a Career Site Builder site?Note: There are 3 correct answers to this question.

Select images that have a strong focal point.

Do NOT use embedded text on images.

Unique alt text should be populated for all images in all languages.

Alt Text is NOT required for logos on the site.

All images on a Career Site Builder site should be oriented as portrait, NOT landscape.

NO.29 Site Setup
In Command Center, which of the following filters are available when you search for a site?Note: There are 3 correct answers to this question.

Single Sign-On Security Key

Manage API Credentials

Career Site URL

Recruiting Management Data Center

Recruiting Management Company ID

NO.30 Which of the following options from SAP SuccessFactors Recruiting can customers use to automate job delivery?Note: There are 2 correct answers to this question.

Automated standard XML feeds and scheduled job scraping

Automated standard XML feeds and custom XML feeds

Automated standard XML feeds and Recruiting Posting

Automated Recruiting Posting and scheduled job scraping

NO.31 What should you consider regarding mapping candidate statuses for Advanced Analytics?Note: There are 2 correct answers to this question.

Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does NOT need to be mapped.

After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session.

With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail.

Status mappings can only be completed when there is candidate data associated with each status on the Talent Pipeline.

NO.32 You have created a data capture form for your customer and now are configuring the Recruiting Email Notification template and Recruiting email trigger for candidates who complete the form.Which trigger will you enable for this purpose?

Data Capture Form Submitted – Welcome and Set Password Email

Recruiting Manual Candidate Creation Notification

Welcome/Thanks for Creating Account

Career Site E-Mail Notification

NO.33 Assume that the first time a candidate visited your customer’s Career Site Builder site, they disabled LinkedIn cookies. But on their second visit, the candidate wants to enable LinkedIn cookies so they can use Apply with LinkedIn.How can they do this?

Once selected, it is NOT possible to change cookie preferences on a CSB site.

The cookie banner automatically appears each time a candidate visits the CSB site so they can select Modify Cookie Preferences.

The consultant must configure a component on the home page of the CSB site that allows candidates to Accept All Cookies.

The consultant must configure a link in the header or footer to allow candidates to access the Cookie Consent Manager to change their cookie preferences.

NO.34 Career Site Builder Pages and Components
What are some leading practices when creating Category pages?Note: There are 3 correct answers to this question.

Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).

Category pages use the same design layout to provide a consistent user experience.

Category pages contain different headers and footers than the Home page.

Category pages do NOT contain jobs that appear on other Category pages.

Category pages host minimal content to allow candidates to find jobs quickly and easily.

NO.35 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.

Work with the customer to develop a job distribution strategy.

Ensure that the job data supports the customer’s recruiting strategy.

Upsell additional solutions to the customer.

Build the customer’s CSB site using custom plugins.

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TroytecDumps C_THR84_2405 Exam Questions Real C_THR84_2405 Practice Dumps [Q16-Q35]

SAP C_THR84_2405 Exam Syllabus Topics:

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