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SAP C_THR84_2411 Exam Syllabus Topics:

Topic	Details
Topic 1	Site Setup: This section of the exam measures skills of HRIS analysts and focuses on the initial setup of the career site. It involves basic configurations that lay the groundwork for all candidate-facing components within the system.
Topic 2	Configure Locales: This section of the exam measures skills of implementation consultants and involves enabling and managing multiple languages for the career site. It ensures localized content is correctly displayed to candidates based on their preferred or default language settings.
Topic 3	Implement Advanced Analytics: This section of the exam measures skills of HRIS analysts and covers setting up analytics tools for tracking site engagement, job view metrics, and candidate application behavior. It enables stakeholders to measure effectiveness and adjust strategies accordingly.
Topic 4	Job Delivery: This section of the exam measures skills of implementation consultants and addresses how job postings are distributed to the career site and external job boards. It also includes monitoring and troubleshooting delivery status.
Topic 5	Career Site Builder Pages and Components: This section of the exam measures skills of implementation consultants and deals with configuring and organizing pages within Career Site Builder. It includes adding and modifying components such as headers, footers, images, and dynamic content blocks.
Topic 6	Move to Production: This section of the exam measures skills of HRIS analysts and relates to finalizing the site build and preparing it for live deployment. It includes validation, environment checks, and readiness reviews for go-live.
Topic 7	Other Career Site Setup: This section of the exam measures skills of HRIS analysts and focuses on configuring additional site elements not covered under core pages and styles. It includes integrating tracking pixels, links, and secondary configuration options that enhance candidate experience.
Topic 8	Candidate Relationship Management: This section of the exam measures skills of implementation consultants and focuses on tools used to engage passive candidates and manage talent pipelines. It includes setting up campaigns, templates, and workflows to improve long-term recruiting outcomes.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q25-Q30):

NEW QUESTION # 25
After enabling the Unified Data Model why do fields need to be mapped in Setup Recruiting Marketing Job Field Mapping? Note: There are 3 correct answers to this question.

A. To provide fields that online sources require for XML feeds
B. To support job posting to career sites built with Career Site Builder
C. To ensure that no more than five custom fields are required for Recruiting Marketing
D. To provide fields for filtering reports in Advanced Analytics
E. To support the use of job requisition fields in Career Site Builder

Answer: A,D,E

NEW QUESTION # 26
In addition to their Career Site Builder (CSB) site, some customers also maintain career information on a site they host externally. The content of what type of page is most often hosted by a customer externally and linked with their CSB site?

A. Content page
B. Map page
C. Category page
D. Landing page

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:In SAP SuccessFactors Recruiting: Candidate Experience, Career Site Builder (CSB) is a fully hosted solution for career sites, but some customers maintain supplemental career-related content on external sites (e.g., their corporate website) and link it to CSB. Let's analyze why "Content page" is the most common type hosted externally:
* Option A (Content page): Correct. Content pages, such as "About Us," "Company Culture," or
"Benefits," provide static, informational content about the employer. These are frequently hosted on a customer's corporate site because they align with broader branding efforts and may already exist outside the CSB scope. Linking these to CSB ensures candidates can access detailed company info without duplicating it in CSB.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "Customers often maintain content pages, such as 'About Us' or 'Our Values,' on their externally hosted corporate websites. These can be linked from the CSB site via external type links in the header or footer to provide candidates with additional employer information."
* Reasoning: Imagine a company like "Best Run Corp." Their CSB site (careers.bestrun.com) focuses on job listings, but their corporate site (www.bestrun.com) has an "About Us" page detailing their history. A header link in CSB to this external content page enhances the candidate experience without overloading CSB with non-job content.
* Practical Example: In a multi-brand scenario, a customer might link to a corporate "Diversity" page to reinforce their employer brand consistently across platforms.
* Option B (Map page): Incorrect. A "Map page" isn't a standard CSB page type. While CSB integrates Google Maps for job locations, customers rarely host standalone map pages externally, as this functionality is embedded within CSB's search experience.
* Option C (Landing page): Incorrect. Landing pages in CSB are campaign-specific (e.g., for a hiring event) and typically hosted within CSB to leverage data capture forms and job links. External landing pages are less common for career info.
* Option D (Category page): Incorrect. Category pages (e.g., "Sales Jobs") display job listings and are core to CSB's purpose. Hosting them externally defeats CSB's job-centric design.
* Why A is Most Often Chosen: Content pages are static and informational, making them ideal for external hosting where customers already manage broader website content, whereas CSB excels at dynamic job-related pages. SAP's guidance on integrating external resources supports this.References:
SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (External Links and Page Types).

NEW QUESTION # 27
What are some leading practices regarding the timing of the Advanced Analytics implementation? Note:
There are 2 correct answers to this question.

A. Implement Advanced Analytics immediately following the Career Site Builder site go-live.
B. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
C. Advanced Analytics can be implemented when the applicant status set is created.
D. The steps to implement Advanced Analytics must be completed over two or more days.

Answer: A,C

Explanation:
Comprehensive and Detailed In-Depth Explanation:Advanced Analytics (AA) in Recruiting provides insights into candidate sourcing and pipeline:
* Option C (Implement Advanced Analytics immediately following the Career Site Builder site go- live): Correct. Implementing AA post-CSB go-live ensures data collection starts early, maximizing historical insights, a best practice in SAP guides.
* Option D (Advanced Analytics can be implemented when the applicant status set is created):
Correct. AA relies on applicant statuses (e.g., "Applied," "Hired"); implementing it when statuses are defined ensures data mapping readiness.
* Option A (The steps to implement Advanced Analytics must be completed over two or more days): Incorrect. Timing isn't mandated; it depends on complexity, not a fixed multi-day rule.
* Option B (The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun): Incorrect. Fields must be planned pre- implementation for effective reporting.SAP'sAdvanced Analytics Implementation Guideendorses C and D as optimal timing practices.References: SAP SuccessFactors Recruiting: Candidate Experience - Advanced Analytics Implementation Guide.

NEW QUESTION # 28
Where can you create links to hard-to-fill jobs on the Home page?Note: There are 2 correct answers to this question.

A. Within the Featured Jobs component
B. Within the content dropdown menu in the header
C. Within the Top Job Searches link in the footer
D. Within the category dropdown menu in the header

Answer: A,C

Explanation:
You can create links to hard-to-fill jobs on the Home page by using the following methods:
Within the Featured Jobs component: This component allows you to display a list of jobs that you want to highlight on the Home page. You can select the jobs manually or use rules to filter them based on criteria such as location, function, or industry1. This way, you can showcase the hard-to-fill jobs to the candidates and encourage them to apply.
Within the Top Job Searches link in the footer: This link allows you to display a list of popular or trending job searches on the Home page. You can configure the link to show the top job searches based on the number of clicks, views, or applications2. This way, you can attract the candidates to the hard-to-fill jobs that are in high demand.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Pages and Components, Lesson: Creating and Configuring Components, Slide 13 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 4: Career Site Builder Pages and Components, Lesson: Creating and Configuring Components, Slide 14 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Career Site Builder Pages and Components <= 10%

NEW QUESTION # 29
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. The Job Alert Email Template has NOT been configured in the CSB stage environment.
B. The site setup steps such as configuring Real Time Job Sync have NOT yet been done in production.
C. You exported Site Settings from stage but did NOT update values in the XML file.
D. SAP SuccessFactors has released code to preview but NOT yet to production.
E. The SSL certificate has NOT yet been created.

Answer: B,D,E

NEW QUESTION # 30
......

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C_THR84_2411 Prep Guide | 100% Free Authoritative SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Instant Discount

C_THR84_2411 Instant Discount & Valid C_THR84_2411 Exam Camp Pdf

SAP C_THR84_2411 Exam Syllabus Topics:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q25-Q30):

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