2025 SAP C-THR84-2405: ACCURATE SAP CERTIFIED ASSOCIATE - IMPLEMENTATION CONSULTANT - SAP SUCCESSFACTORS RECRUITING: CANDIDATE EXPERIENCE PASSING SCORE FEEDBACK

2025 SAP C-THR84-2405: Accurate SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Passing Score Feedback

2025 SAP C-THR84-2405: Accurate SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Passing Score Feedback

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q24-Q29):

NEW QUESTION # 24
Move to Production
What are some conditions that will prevent you from moving the Career Site Builder (CSB) site from stage to production?
Note: There are 3 correct answers to this question.

  • A. You exported Site Settings from stage but did NOT update values in the XML file.
  • B. The SSL certificate has NOT yet been created.
  • C. The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production.
  • D. SAP SuccessFactors has released code to preview, but NOT yet to production.
  • E. Email layouts have NOT been configured in the CSB stage environment.

Answer: B,C,D

Explanation:
Moving the Career Site Builder (CSB) site from stage to production is the final step of the implementation process. It allows you to publish your site to the live environment and make it accessible to the candidates. However, there are some conditions that will prevent you from moving the CSB site from stage to production. Some of these conditions are:
The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production. Real Time Job Sync is a feature that synchronizes the job data between the Recruiting Management and the CSB modules. You need to configure it in both the stage and the production environments to ensure that the job data is consistent and up-to-date on your site1.
The SSL certificate has NOT yet been created. SSL is a protocol that encrypts the personal data used in the recruiting process. You need to create and install an SSL certificate for your site to ensure that the data transmission between the candidate's browser and the site is secure and protected2.
SAP SuccessFactors has released code to preview, but NOT yet to production. SAP SuccessFactors releases code updates to the preview and the production environments at different times. You need to wait until the code is released to the production environment before you can move the CSB site from stage to production. This ensures that the site functionality and performance are not affected by the code changes3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Moving to Production, Slide 7 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 6: Move to Production, Lesson: Moving to Production, Slide 8 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Move to Production <= 10%


NEW QUESTION # 25
Which of the following are leading practices regarding the Source Tracker functionality?Note: There are 3 correct answers to this question.

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

Answer: B,C,D

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 # 26
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 field such as "Silver Medalist" on the application view of the Candidate Workbench and select it for qualified candidates who were NOT hired.
  • B. Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
  • C. Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
  • D. Create a specific applicant status on the Talent Pipeline and move qualified candidates who were NOT hired there.

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 # 27
How is defaulted/system text, such as text on the search bar, translated or changed on a Career Site Builder site?

Note: There are 3 correct answers to this question.

  • A. System text translations can be changed from Career Site Builder > Tools > Translations.
  • B. System text translations are only possible for the site's default language.
  • C. System text translations are exported from the Stage site and imported to Production separately from other site imports and exports.
  • D. System text translations are made from Career Site Builder > Global Settings.
  • E. System text is translated when the locale is enabled.

Answer: A,D,E

Explanation:
System text is the text that is displayed by default on the Career Site Builder site, such as the text on the search bar, the buttons, the labels, and the messages. You can translate or change the system text on a Career Site Builder site by using the following methods:
System text translations can be changed from Career Site Builder > Tools > Translations. This allows you to edit the system text for each language that is enabled on your site. You can also import or export the system text translations as CSV files1.
System text translations are made from Career Site Builder > Global Settings. This allows you to change the system text for the default language of your site. You can also override the system text for specific pages or components2.
System text is translated when the locale is enabled. This means that when you enable a new locale for your site, the system text will automatically be translated to the corresponding language, if available. You can also customize the system text translations for each locale3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 3: Configure Locales, Lesson: Translating System Text, Slide 4 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 3: Configure Locales, Lesson: Translating System Text, Slide 5 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Configure Locales <= 10%


NEW QUESTION # 28
What are some options when sending an email campaign?Note: There are 2 correct answers to this question.

  • A. Up to 5 million candidates can be added to an email campaign.
  • B. Email campaigns can be configured to be sent at a later time.
  • C. A test email can be sent.
  • D. An email campaign can be sent multiple times.

Answer: C,D

Explanation:
When sending an email campaign, you have the following options:
An email campaign can be sent multiple times. You can use the same email campaign template and content to send to different groups of candidates or at different times. You can also edit the email campaign before sending it again, if needed.
A test email can be sent. You can send a test email to yourself or to a colleague to preview how the email campaign will look and function. This can help you check the formatting, layout, links, and personalization of the email campaign before sending it to the actual candidates. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Candidate Relationship Management, Lesson: Email Campaigns, Slide 10-11.


NEW QUESTION # 29
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