Free SAP C_THR84_2411 Practice Exams

Question #1

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.

A . Display on search results
B . Add to data capture forms
C . Display in the site header or footer
D . Use to create category page rules
E . Display on the job layout

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Question #2

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 talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
B . Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
C . Create a specific applicant status on the Talent Pipeline and move qualified candidates who were NOT hired there.
D . 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.

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Correct Answer: A C
A C

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

Question #3

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

A . Before a recruiter manually posts a job online, they should generate a tracking link from Recruiting > Source Tracker > Campaign URL Builder.
B . Enable your customer’s Source Tracker options from Command Center.
C . When setting up the Source Tracker for your customer, always enable all possible sources.
D . Adding a tracking link enables reporting in Advanced Analytics for manually posted jobs.
E . 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.

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Question #4

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?

A . Once selected, it is NOT possible to change cookie preferences on a CSB site.
B . The cookie banner automatically appears each time a candidate visits the CSB site so they can select Modify Cookie Preferences.
C . The consultant must configure a component on the home page of the CSB site that allows candidates to Accept All Cookies.
D . 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.

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Question #5

Which of the following is an SAP leading practice regarding the blackout period?

A . 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.
B . 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.
C . 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.
D . After the release information is updated in the What’s New Viewer, you may NOT discuss with customers what is included in the release.

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Question #6

What are the recommended actions to be completed before the Career Site Builder (CSB) kickoff call? Note: There are 2 correct answers to this question.

A . Assist the customer to complete the Readiness Checklist.
B . Review the statement of work (SOW).
C . Develop the CSB project plan.
D . Finish the CSB Configuration Workbook.

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Question #7

Which of the following are included in a standard Recruiting statement of work? Note: There are 3 correct answers to this question.

A . Enable LinkedIn integration.
B . Enable Mobile Apply.
C . Configure one job layout.
D . Configure 20 Category or Content pages.
E . Configure one standard XML feed.

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Correct Answer: B C E
B C E

Explanation:

A standard Recruiting statement of work (SOW) is a document that defines the scope, deliverables, and timeline of a Recruiting implementation project. It also specifies the roles and responsibilities of the project team, the assumptions and dependencies, and the acceptance criteria. According to the Recruiting Implementation Handbook, a standard Recruiting SOW includes the following tasks: Enable Mobile Apply: This task involves enabling the Mobile Apply feature, which allows candidates to apply for jobs using their mobile devices. The Mobile Apply feature supports various application methods, such as uploading a resume, using a LinkedIn profile, or filling out an application form. Configure one job layout: This task involves configuring the appearance and content of the job posting page, which displays the details of a job requisition. The job layout can be customized using Career Site Builder, which provides various components and widgets to enhance the job posting page.

Configure one standard XML feed: This task involves configuring the XML feed, which is a file that contains the data of the job requisitions. The XML feed can be used to post jobs to external job boards, such as Indeed or Monster, or to internal career sites. The following tasks are not included in a standard Recruiting SOW:

Enable LinkedIn integration: This task involves enabling the LinkedIn integration, which allows candidates to use their LinkedIn profile to apply for jobs, and recruiters to source candidates from LinkedIn. The LinkedIn integration requires additional configuration and licensing, and is considered as an optional or custom task.

Configure 20 Category or Content pages: This task involves configuring the Category or Content pages, which are the pages that display the information or content related to the career site, such as the company culture, benefits, or events. The Category or Content pages can be created and managed using Career Site Builder, which provides various components and widgets to enhance the pages. However, the standard Recruiting SOW only includes the configuration of up to 10 Category or Content pages, not 20.

Reference: Recruiting Implementation Handbook: This document provides an overview of the Recruiting implementation process, including the project phases, tasks, deliverables, and best practices. It also provides the sample SOWs for standard and custom Recruiting projects.

Question #8

Which of the following are characteristics of a multi-location job posting in Career Site Builder (CSB)? Note: There are 3 correct answers to this question.

A . The City, State, and Postal Code fields are NOT required on the job requisition template.
B . The Google Map on the CSB site shows all locations where a job may be filled.
C . The street address is displayed in the standard Location field in CSB.
D . The standard Location Foundation Object field must be configured.
E . The primary Location value does NOT need to be identified.

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Question #9

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?

A . Welcome/Thanks for Creating Account
B . Career Site E-Mail Notification
C . Recruiting Manual Candidate Creation Notification
D . Data Capture Form Submitted – Welcome and Set Password Email

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Question #10

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

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