SAP C_THR84_2405 Practice Test - Questions Answers, Page 6

To format job requisitions so that the job description will render correctly in the Career Site Builder site, you should follow these leading practices:

Use simple tags such as <li> or <b> in job descriptions. These tags are supported by Career Site Builder and can help you create bullet points, bold text, and other basic formatting options. Avoid using advanced tags such as or <span> in job descriptions, as they may cause issues with the layout and styling of the site.

Use Notepad or another plain text editor to copy and paste job descriptions. This will help you avoid any hidden formatting or characters that may come from other sources, such as Microsoft Word or Excel. These sources may introduce unwanted elements or styles that may interfere with the rendering of the job description in the Career Site Builder site.Reference:SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Job Delivery, Slide 9.

According to the SAP Help Portal1, you should consider the following regarding mapping candidate statuses for Advanced Analytics:

Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does need to be mapped. This is because all statuses must be mapped to one of the five standard statuses in Advanced Analytics: Apply Completed, Qualified, Interviewed, Offer Made, or Hired.If you have multiple not hired statuses, you can map them to ATS Capture, which is a hidden status that does not appear in the reports1.

After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session. This is because the status mappings are not pushed to the Advanced Analytics database until you log out of Command Center or close the browser.If you need to make any changes after logging out, you must contact SAP Customer Support to request a data purge and re-sync1.

With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail. This is because the OData integration requires that all statuses are mapped to ensure data consistency and accuracy. The exceptions are when you have a new status that has not been used by any candidates yet, or when you have a status that is not used by any active job requisitions.In these cases, the sync will not fail, but you will receive a warning message and you should map the status as soon as possible1.

Status mappings can be completed even when there is no candidate data associated with each status on the Talent Pipeline. This is because the status mappings are based on the status names and not on the candidate data.You can map any status that exists in your Recruiting Management system, regardless of whether it has been used by any candidates or not1.

When using custom fonts in Career Site Builder, you must ensure that the customer has the legal right to use the font on their career site. This means that the customer must own the font license or have permission from the font owner. Uploading a custom font without a license may result in legal issues or penalties for the customer. Therefore, it is important to verify the font license before uploading it in Career Site Builder.Reference:SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Fonts, Slide 6.

The trigger that you will enable for this purpose is Data Capture Form Submitted - Welcome and Set Password Email. This trigger is used to send an email to candidates who complete a data capture form on the career site, inviting them to create a password and access their candidate profile. This email can be customized using the Recruiting Email Notification template and the Recruiting email trigger settings. This email helps to engage candidates and encourage them to apply for jobs or join talent pools.Reference:Candidate Relationship Management,Other Career Site Setup,HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

You can create a branded email layout for your customer to customize the look and feel of your email communications with candidates. You can use the email layout to add your logo, colors, fonts, and other elements that match your brand identity. You can also use the email layout to add dynamic content, such as candidate name, job title, or recruiter name, to personalize your messages. When you have enabled Candidate Relationship Management and created a branded email layout, you can use it in the following scenarios:

When sending an email from the Candidate Workbench: The Candidate Workbench is a tool that allows you to manage your candidates and their activities.You can use the Candidate Workbench to send emails to individual or multiple candidates, and select the email layout that you want to use1.

When sending an email from the Candidate Search page: The Candidate Search page is a tool that allows you to search for candidates based on various criteria, such as keywords, location, skills, or status.You can use the Candidate Search page to send emails to the candidates that match your search results, and select the email layout that you want to use2.

SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Sending Emails to Candidates, Slide 8

SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 5: Candidate Relationship Management, Lesson: Sending Emails to Candidates, Slide 9

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Candidate Relationship Management 11% - 20%

The Cookie Consent Manager is a feature that allows candidates to view and modify their cookie preferences on the Career Site Builder site. The Cookie Consent Manager can be accessed by clicking on a link in the header or footer of the site, which the consultant must configure in the Career Site Builder settings. The link can be customized with different text, icon, and style options. Once the candidate clicks on the link, they can see the list of cookies that are used on the site, and choose to enable or disable them based on their preferences. The candidate can also view the cookie policy and the privacy statement from the Cookie Consent Manager. The candidate's cookie preferences are stored in their browser and applied on subsequent visits to the site, unless they clear their browser cache or change their preferences again.Reference:

https://training.sap.com/course/hr832-sap-successfactors-recruiting-candidate-experience-administration-classroom-094-g-en/

https://learning.sap.com/learning-journeys/configure-sap-successfactors-recruiting-recruiter-experience

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:

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.

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%

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.

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