Jun 15, 2024 Updated C-THR84-2311 Dumps Questions For SAP Exam [Q21-Q42]

Jun 15, 2024 Updated C-THR84-2311 Dumps Questions For SAP Exam

Best Value Available Preparation Guide for C-THR84-2311 Exam

NEW QUESTION # 21
Consultants can create standard or custom XML feeds to meet their customers' job distribution requirements.
Which of the following are associated with a standard XML feed?Note: There are 2 correct answers to this question.

• A. Customers need to renew XML job feeds annually.
• B. All of the customer's jobs are included in a standard XML Feed.
• C. One standard XML feed is included in the statement of work for a standard recruiting implementation.
• D. The leading practice is to push the delivery of XML feeds using the FTP Scheduler in Command Center.

Answer: C,D

Explanation:
A standard XML feed is a predefined format of job data that can be used to distribute jobs to external job boards or aggregators. The following are associated with a standard XML feed:
One standard XML feed is included in the statement of work for a standard recruiting implementation.
This means that the customer can request one standard XML feed as part of the implementation project, without any additional cost or effort. The standard XML feed will include the default fields and attributes that are supported by Career Site Builder.
The leading practice is to push the delivery of XML feeds using the FTP Scheduler in Command Center.
This means that the customer can configure the frequency and timing of the XML feed delivery, and use the FTP Scheduler tool to automate the process of sending the XML feed file to the destination server.
This ensures that the job data is updated regularly and consistently across the external sources. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Job Delivery, Slide 13-14.

NEW QUESTION # 22
Which elements need to be checked after a Career Site Builder site is moved from stage to production?

• A. Site kit selection
• B. External redirects open in the same browser tab
• C. Site URLs
• D. Map settings

Answer: C

Explanation:
After a Career Site Builder site is moved from stage to production, the site URLs need to be checked to ensure that they are pointing to the correct environment and domain. The site kit selection, map settings, and external redirects are not affected by the move to production and do not need to be checked. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Move to Production, Slide 8.

NEW QUESTION # 23
Replacing the search grid in Career Site Builder with tiles achieves which of the following? Note: There are 2 correct answers to this question.

• A. It allows users to tab through the search results.
• B. It allows users to share jobs on social media more easily.
• C. It allows any of the fields on the job requisition to be displayed on the tiles.
• D. It allows any of the mapped fields to be displayed on the tiles.

Answer: A,C

NEW QUESTION # 24
Which of the following is NOT one of the five standard statuses that are displayed in Advanced Analytics?

• A. Offer Made
• B. Apply Complete
• C. Interviewed
• D. Forwarded

Answer: D

NEW QUESTION # 25
Which of the following encrypts personal data used in the recruiting process?

• A. Data Privacy Consent Statement (DPCS)
• B. Secure Socket Layer (SSL)
• C. Identity Authentication Service (IAS)
• D. Data Retention Time Management (DRTM)

Answer: B

NEW QUESTION # 26
Other Career Site Setup
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. careers.<company>.com
• B. <company>.com/jobs
• C. jobs.<company>.com
• D. <company>.careers.com

Answer: A,C

Explanation:
When setting up a subdomain for a customer's Career Site Builder site, the recommended naming convention is to use either careers.<company>.com or jobs.<company>.com, where <company> is the name of the customer's organization. These naming conventions are preferred because they:
Indicate the purpose of the site, which is to showcase the career opportunities and the job openings of the customer.
Enhance the search engine optimization (SEO) of the site, which helps to rank higher in the search results and attract more traffic and candidates.
Maintain the branding and identity of the customer, which helps to build trust and recognition among the candidates and the visitors.
Simplify the domain management and maintenance, which reduces the complexity and the cost of the site administration.
The other two options are incorrect because:
<company>.careers.com: This naming convention is not recommended because it uses a generic top-level domain (TLD) of .com, which does not indicate the specific country or region of the customer.
This could cause confusion and ambiguity among the candidates and the visitors, especially if the customer operates in multiple markets or locations. Moreover, this naming convention could conflict with other existing domains that use the same TLD and the same prefix of careers.
<company>.com/jobs: This naming convention is not recommended because it uses a subdirectory or a subfolder of /jobs, rather than a subdomain. This could affect the performance and the security of the site, as well as the SEO ranking. For example, using a subdirectory could slow down the loading speed of the site, as it shares the same server and the same resources with the main domain. It could also expose the site to more risks and vulnerabilities, as it inherits the same security settings and the same certificates as the main domain. Furthermore, using a subdirectory could lower the SEO ranking of the site, as it competes with the main domain and the other subdirectories for the same keywords and the same authority.
References:
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 2: Site Setup]

NEW QUESTION # 27
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.

• A. Automated standard XML feeds and Recruiting Posting
• B. Automated Recruiting Posting and scheduled job scraping
• C. Automated standard XML feeds and custom XML feeds
• D. Automated standard XML feeds and scheduled job scraping

Answer: B,C

NEW QUESTION # 28
Which of the following encrypts personal data used in the recruiting process?

• A. Data Privacy Consent Statement (DPCS)
• B. Secure Socket Layer (SSL)
• C. Identity Authentication Service (IAS)
• D. Data Retention Time Management (DRTM)

Answer: B

Explanation:
Secure Socket Layer (SSL) is a protocol that encrypts personal data used in the recruiting process. SSL ensures that the data transmitted between the candidate's browser and the career site is secure and protected from unauthorized access or tampering1. SSL also helps to improve the candidate's trust and confidence in the career site and the recruiting process2.
References:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Site Setup, Lesson:
Configuring SSL, Slide 4
SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 2: Site Setup, Lesson:
Configuring SSL, Slide 5
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Site Setup <= 10%

NEW QUESTION # 29
What are some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers?Note: There are 2 correct answers to this question.

• A. Automated XML feeds
• B. Job scrapes
• C. Automated OData feeds
• D. Recruiting Posting

Answer: A,D

NEW QUESTION # 30
Candidate Relationship Management
Your customer is planning to host a virtual job fair to connect with potential candidates who have experience in the medical industry. You create a Candidate Profile Extension field with an associated picklist. Where will you add this field so that candidates can complete it during the job fair even if they do NOT apply for a job?

• A. Add the field to the Create an Account page.
• B. Add the field to the Candidate Profile template.
• C. Add the field to the Application template.
• D. Add the field to a data capture form.

Answer: D

Explanation:
Option A is correct because adding the field to a data capture form will allow candidates to complete it during the job fair even if they do not apply for a job. A data capture form is a tool that collects candidate information on a landing page without requiring them to create an account or submit an application. Data capture forms can be used for events, campaigns, or surveys to engage with potential candidates and build talent pools1.
Option B is incorrect because adding the field to the Application template will only allow candidates to complete it if they apply for a job. The Application template is the form that candidates fill out when they apply for a specific job requisition on the career site. The Application template is not suitable for capturing candidate information for general events or campaigns2.
Option C is incorrect because adding the field to the Candidate Profile template will only allow candidates to complete it if they create or update their profile on the career site. The Candidate Profile template is the form that candidates fill out when they create or update their profile on the career site. The Candidate Profile template is not suitable for capturing candidate information for general events or campaigns3.
Option D is incorrect because adding the field to the Create an Account page will only allow candidates to complete it if they create an account on the career site. The Create an Account page is the page that candidates see when they click on the Create an Account button on the career site. The Create an Account page is not suitable for capturing candidate information for general events or campaigns.
References:
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: Creating and Editing Data Capture Forms | SAP Help Portal
4: Application Template | SAP Help Portal
5: Candidate Profile Template | SAP Help Portal
[6]: Create an Account Page | SAP Help Portal

NEW QUESTION # 31
Which of the following is an SAP leading practice regarding the blackout period?

• A. After a Career Site Builder page is published, you may need to wait a few minutes before you can publish additional changes to that page.
• B. After the release information is updated in the What's New Viewer, you may NOT discuss with customers what is included in the release.
• C. When a change is made to a job requisition, you can expect a delay of up to 24 hours for the job to be moved to the Career Site Builder site via Real-time Job Sync.
• D. When the update code is pushed to Preview, you CANNOT move the Career Site Builder site to Production until after the Production release is complete.

Answer: D

Explanation:
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, the blackout period is a time frame during which you should not move your Career Site Builder site to Production. This is because the update code is pushed to Preview first, and then to Production later, usually within a week. If you move your site to Production during this time, you may encounter issues or inconsistencies due to the different code versions. Therefore, the SAP leading practice is to wait until the Production release is complete before moving your site to Production1.
The other options are not related to the blackout period, but rather to other aspects of the Career Site Builder functionality. For example:
Option B refers to the Real-time Job Sync feature, which allows you to sync job requisitions from Recruiting Management to Career Site Builder without any delay. However, this feature requires additional configuration and activation, and it may not be available for all customers2.
Option C refers to the caching mechanism of Career Site Builder, which may cause a slight delay between publishing a page and seeing the changes on the live site. This is normal and expected, and it does not affect the functionality of the site3.
Option D refers to the What's New Viewer, which is a tool that provides information about the new features and enhancements in each release of SAP SuccessFactors. This tool is available for both administrators and end users, and it can be accessed from the SAP SuccessFactors homepage or from the Help Center. There is no restriction on discussing the release information with customers, as long as it is accurate and relevant4. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Real-time Job Sync, Career Site Builder Caching, What's New Viewer

NEW QUESTION # 32
Career Site Builder Global Settings and Global Styles
What must you consider when configuring custom headers in Career Site Builder?

• A. Each component in a custom header must be configured on a separate row.
• B. The same custom layout is displayed on both desktop and mobile devices.
• C. The Logo component is required.
• D. If a custom header is configured, then all of the headers on the career site must be custom.

Answer: C

Explanation:
Option C is correct because the Logo component is required when configuring a custom header in Career Site Builder. The Logo component displays the customer's logo and links to the home page of the career site. It is the only component that cannot be removed or replaced in a custom header1.
Option A is incorrect because if a custom header is configured, then only the headers that use the same brand and locale as the custom header will be affected. The other headers on the career site will use the default header style or the header style that is configured for their brand and locale1.
Option B is incorrect because the custom layout for desktop and mobile devices can be different. Career Site Builder allows you to configure the custom header components separately for the Desktop Layout and the Mobile Layout tabs. You can add, remove, or rearrange the components for each layout to optimize the user experience on different devices1.
Option D is incorrect because each component in a custom header can be configured on the same row or on a different row, depending on the desired layout. Career Site Builder allows you to drag and drop the components to the header rows and columns and adjust the width and alignment of each component1.
References:
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 a Custom Header | SAP Help Portal

NEW QUESTION # 33
What are some of the ways that candidates can be added to a talent pool?Note: There are 3 correct answers to this question.

• A. Candidates can add themselves.
• B. Add from the Candidate Workbench (Talent Pipeline page).
• C. Add from an email campaign.
• D. Auto-populate from a saved search.
• E. Add from a Candidate Search.

Answer: B,D,E

Explanation:
Candidates can be added to a talent pool from the following sources:
Candidate Workbench (Talent Pipeline page): You can manually add candidates to a talent pool from the Talent Pipeline page, which shows all the candidates who have applied to your jobs or have been sourced by you or your team12.
Auto-populate from a saved search: You can create a saved search based on certain criteria and assign it to a talent pool. This will automatically add any candidates who match the criteria to the talent pool13.
Add from a Candidate Search: You can perform a candidate search using keywords, filters, or Boolean operators and add the search results to a talent pool14.
You cannot add candidates to a talent pool from an email campaign or allow candidates to add themselves. Email campaigns are used to communicate with candidates who are already in a talent pool1 . Candidates can only join a talent community, which is a broader group of candidates who have expressed interest in your company, but not a specific job or talent pool1 . References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson:
Talent Pools, pages 5-3 to 5-9.

NEW QUESTION # 34
Assume that you have set up and run Recruiter Sync, but users do NOT appear in Career Site Builder under Users > Roles > Admin Users.What are some of the steps you can take to troubleshoot this issue?Note: There are 2 correct answers to this question.

• A. Check the Export Automated Process Logs from Command Center.
• B. Check the Export Jobs to CSV log from Command Center.
• C. Check that each user has a unique email address.
• D. Check the field mapping from Admin Center > Set Up Recruiting Marketing Job Field Mapping.

Answer: A,C

NEW QUESTION # 35
Career Site Builder Pages and Components
What are some leading practices when creating Category pages?Note: There are 3 correct answers to this question.

• A. Category pages contain different headers and footers than the Home page.
• B. Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).
• C. Category pages use the same design layout to provide a consistent user experience.
• D. Category pages do NOT contain jobs that appear on other Category pages.
• E. Category pages host minimal content to allow candidates to find jobs quickly and easily.

Answer: B,C,E

Explanation:
Some leading practices when creating Category pages are:
Page titles should end with the word Jobs or Careers for better search engine optimization (SEO). This will help the career site rank higher in search engines and attract more candidates1.
Category pages use the same design layout to provide a consistent user experience. This will make the career site look professional and easy to navigate2.
Category pages host minimal content to allow candidates to find jobs quickly and easily. This will reduce the cognitive load and increase the conversion rate of the candidates3.
The other options are not leading practices when creating Category pages:
Category pages contain different headers and footers than the Home page. This will create confusion and inconsistency for the candidates and may affect the branding of the career site.
Category pages do NOT contain jobs that appear on other Category pages. This will limit the exposure and visibility of the jobs and may prevent candidates from finding the best fit for their skills and interests.
References: 1: SAP Help Portal - SEO Best Practices 2: SAP Help Portal - Guidelines 3: SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting : [SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration] : [SAP Certification - C_THR84_2305
- SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023]

NEW QUESTION # 36
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.

• A. Internals and externals may see different headers and footers.
• B. Internals and externals may see different job layouts.
• C. Internals and externals may see different page components.
• D. Internals and externals may be able to apply to different jobs.

Answer: C,D

Explanation:
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. References

NEW QUESTION # 37
Candidate Experience Overview and Project Kickoff
What are some key features of a fully hosted Career Site Builder (CSB) site?Note: There are 2 correct answers to this question.

• A. When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to an applicant tracking system.
• B. When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to the CSB site.
• C. All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site.
• D. The customer maintains their own career site in addition to the CSB career site.

Answer: B,C

Explanation:

SAP SuccessFactors

Some key features of a fully hosted Career Site Builder (CSB) site are:
When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to the CSB site. This will provide a seamless and branded experience for the candidates and allow them to explore the company's culture, values, and opportunities1.
All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site. This will enable the candidates to find and apply for jobs that match their interests and qualifications, and also learn more about the company's benefits, diversity, and social responsibility2.
The other options are not valid features of a fully hosted CSB site:
When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to an applicant tracking system. This will create a disjointed and unappealing experience for the candidates and may discourage them from applying or returning to the site3.
The customer maintains their own career site in addition to the CSB career site. This will create duplication and inconsistency of content and design, and also increase the maintenance and cost for the customer4.
References: 1: SAP Help Portal - Fully Hosted Career Site 2: SAP Help Portal - Career Site Builder Overview
3: SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting 4: SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

NEW QUESTION # 38
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.

• A. Add a campaign code to all XML job feeds that you create for your customer.
• B. Submit the Referral Engine Task support ticket after moving your customer's CSB site to production.
• C. Deliver source-coded backlinks so that your customer can replace all links from their externally- hosted sites to their CSB site.
• D. Recommend that your customer opt-in for the Organic Network.

Answer: A,B

NEW QUESTION # 39
Your customer requires additional Home pages when enabling which of the following elements?Note: There are 2 correct answers to this question.

• A. Site kits
• B. Brands
• C. Locales
• D. Maps

Answer: B,C

Explanation:
Your customer requires additional Home pages when enabling brands and locales on their Career Site Builder site. Brands are different identities or subdomains that your customer may have for their career site, such as different divisions, regions, or products. Locales are different languages or regional settings that your customer may have for their career site, such as English, French, or German. When enabling brands and locales, you need to create additional Home pages for each combination of brand and locale, to ensure that the content and layout are consistent and appropriate for each audience. For example, if your customer has two brands, Brand A and Brand B, and two locales, English and French, then you need to create four Home pages:
Home - English - Brand A
Home - English - Brand B
Home - French - Brand A
Home - French - Brand B
Maps and site kits are not elements that require additional Home pages when enabling them on a Career Site Builder site. Maps are components that display the location of your customer's offices or job requisitions on a map. Site kits are templates that provide predefined styles, components, and pages for your career site. You can use maps and site kits on any Home page, regardless of the brand or locale, without creating additional Home pages. References:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

NEW QUESTION # 40
Configure Locales
What are some leading practices to create locales in Career Site Builder?Note: There are 2 correct answers to this question.

• A. Use Google Translate to translate text for locales.
• B. Create the Home page for the locale instead of duplicating it from the default locale.
• C. Follow the same layout for the localized pages as the default locale.
• D. If the customer requires only one language and it is NOT en_US, you can change the default locale.

Answer: C,D

Explanation:
Some leading practices to create locales in Career Site Builder are:
If the customer requires only one language and it is NOT en_US, you can change the default locale. This will save you time and effort as you do not need to create a new locale and duplicate the pages and components.You can simply edit the default locale and change the language and other settings as needed1.
Follow the same layout for the localized pages as the default locale. This will ensure consistency and usability across different languages and regions.You can usethe same page templates and components for the locales, and only change the text and images as required2.
The other options are not leading practices for creating locales in Career Site Builder:
Using Google Translate to translate text for locales is not recommended as it may result in inaccurate or inappropriate translations.You should use a professional translation service or a native speaker to ensure the quality and accuracy of the text3.
Creating the Home page for the locale instead of duplicating it from the default locale is not a leading practice as it will create extra work and maintenance.You can use the Duplicate Page feature to copy the Home page from the default locale and then edit the text and images as needed for the locale4.
References:1:SAP Help Portal - Change the Default Locale2:SAP Help Portal - Create a New Locale3:SAP Help Portal - Translate Text for Locales4:SAP Help Portal - Duplicate a Page

NEW QUESTION # 41
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.

• A. Do NOT use embedded text on images.
• B. Select images that have a strong focal point.
• C. Alt Text is NOT required for logos on the site.
• D. All images on a Career Site Builder site should be oriented as portrait, NOT landscape.
• E. Unique alt text should be populated for all images in all languages.

Answer: A,B,E

NEW QUESTION # 42
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