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SAP C_THR84_2405 Exam Syllabus Topics:

Topic
Details

Topic 1

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 2

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 3

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 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

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 6

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 7

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 8

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 9

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.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q37-Q42):

NEW QUESTION # 37
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. Careers Home
D. Top Job Searches

Answer: B,C

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 # 38
Which of the following are leading practices regarding the Source Tracker functionality?Note: There are 3 correct answers to this question.

A. When setting up the Source Tracker for your customer, always enable all possible sources.
B. If a source that the customer requests is NOT available to enable in the Site Source Editor, submit a support ticket to request that the source be created.
C. Adding a tracking link enables reporting in Advanced Analytics for manually posted jobs.
D. Before a recruiter manually posts a job online, they should generate a tracking link from Recruiting > Source Tracker > Campaign URL Builder.
E. Enable your customer's Source Tracker options from Command Center.

Answer: C,D,E

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

NEW QUESTION # 39
Sometimes there are more qualified candidates for a position than the company needs to hire. Your customer would like recruiters to consolidate these candidates for their critical positions in a central location.
What do you recommend?
Note: There are 2 correct answers to this question.

A. Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
B. Create a specific applicant status on the Talent Pipeline and move qualified candidates who were NOT hired there.
C. Create a field such as "Silver Medalist" on the application view of the Candidate Workbench and select it for qualified candidates who were NOT hired.
D. Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.

Answer: B,D

Explanation:
To consolidate qualified candidates who were not hired for critical positions in a central location, you can use the following features:
Talent pools: These are groups of candidates that share common characteristics, such as skills, interests, or qualifications. You can create talent pools and add qualified candidates who were not hired to the appropriate talent pools, to maintain a relationship with them and engage them for future opportunities. You can also use the Candidate Relationship Management feature to send targeted email campaigns, invitations, or surveys to the candidates in your talent pools.
Talent Pipeline: This is a feature that allows you to track the progress of candidates through different stages of the recruiting process, such as sourced, contacted, screened, interviewed, or offered. You can create a specific applicant status on the Talent Pipeline, such as "Silver Medalist" or "Backup", and move qualified candidates who were not hired there, to keep them visible and accessible for the recruiters. You can also use the Talent Pipeline to view the candidate profile, history, and notes, and to perform actions such as sending emails, scheduling interviews, or changing statuses.
Creating a Content page on the career site or a field on the application view of the Candidate Workbench are not recommended ways to consolidate qualified candidates who were not hired. A Content page on the career site is a page that displays custom content, such as company culture, benefits, testimonials, or events. It is not a suitable place to store or manage candidate data, as it is public and not integrated with the Recruiting Management module. A field on the application view of the Candidate Workbench is a field that displays additional information about the candidate, such as resume, cover letter, or ratings. It is not a convenient way to group or filter candidates, as it is not searchable or sortable, and it does not allow bulk actions or communications. Reference:
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

NEW QUESTION # 40
Job Data Leading Practices
What are some leading practices when creating job descriptions in the requisition?

A. Include information in the job description such as company information and benefits.
B. Add an image to the job description to attract more attention.
C. Place the most unique information about the job at the top of the job description.
D. Do NOT include bullets in job descriptions as they will not display in the career site.

Answer: A,C

Explanation:
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.
Reference:
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.

NEW QUESTION # 41
When configuring Advanced Analytics, which applicant statuses do NOT need to be mapped?Note: There are 2 correct answers to this question.

A. Auto Disqualified
B. Invited to Apply
C. Forwarded
D. Withdrawn by Candidate

Answer: A,D

Explanation:
When configuring Advanced Analytics, you need to map the applicant statuses from the Recruiting Management module to the corresponding statuses in the Advanced Analytics module. This allows you to track and report on the candidate journey and the effectiveness of your sourcing channels and campaigns. However, some applicant statuses do not need to be mapped, as they are either not relevant or automatically mapped by the system. These statuses are:
Auto Disqualified: This status is assigned to candidates who fail to meet the minimum qualifications or pass the pre-screening questions. This status is automatically mapped to the Disqualified status in Advanced Analytics, and does not need to be manually mapped.
Withdrawn by Candidate: This status is assigned to candidates who withdraw their application voluntarily. This status is not relevant for Advanced Analytics, as it does not reflect the recruiter's actions or decisions. Therefore, it does not need to be mapped.
The other statuses, Invited to Apply and Forwarded, do need to be mapped, as they are important for measuring the candidate experience and the recruiter performance. The Invited to Apply status is assigned to candidates who are invited to apply for a job requisition by the recruiter. This status should be mapped to the Sourced status in Advanced Analytics, to indicate that the candidate was sourced by the recruiter. The Forwarded status is assigned to candidates who are forwarded to another job requisition by the recruiter. This status should be mapped to the Forwarded status in Advanced Analytics, to indicate that the candidate was moved to another opportunity. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

NEW QUESTION # 42
......

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