THE TOP FEATURES OF SAP C_THR84_2411 PDF DUMPS FILE AND PRACTICE TEST SOFTWARE

The Top Features of SAP C_THR84_2411 PDF Dumps File and Practice Test Software

The Top Features of SAP C_THR84_2411 PDF Dumps File and Practice Test Software

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q55-Q60):

NEW QUESTION # 55
When the Unified Data Model is enabled which of the following options are available when configuring the search experience? Note: There are 3 correct answers to this question.

  • A. Select fields from the job requisition template for the search results card designate on which line of the card to display each.
  • B. Select fields from the job requisition template to display in individual drop-down menus on the search bar.
  • C. Enable location-based searches on the search bar.
  • D. Configure options for the search results page the job results cards for each of your customer's brands.
  • E. Configure a color or image for the search bar for each of your customer's brands.

Answer: A,C,D


NEW QUESTION # 56
Career Site Design and Accessibility
Which are some leading practices when using a link on a career site?Note: There are 3 correct answers to this question.

  • A. Populate the title text for each link.
  • B. When a user clicks on the link, immediately display what the user expects to see.
  • C. If blue text is used on the site, ensure that it's always used to represent links.
  • D. All external links from the career site should open in the same browser window.
  • E. Include multiple links to the customer's corporate site.

Answer: A,B,C

Explanation:
Some leading practices when using a link on a career site are:
Populate the title text for each link. This will provide additional information about the link when the user hovers over it, and also improve the accessibility for screen readers and search engines1.
If blue text is used on the site, ensure that it's always used to represent links. This will create a consistent visual cue for the users to identify the links and avoid confusion2.
When a user clicks on the link, immediately display what the user expects to see. This will enhance the user experience and satisfaction by reducing the loading time and providing relevant content3.
The other options are not leading practices when using a link on a career site:
Include multiple links to the customer's corporate site. This will distract the user from the main purpose of the career site, which is to apply for jobs, and also create a cluttered and confusing layout4.
All external links from the career site should open in the same browser window. This will interrupt the user's browsing flow and make it harder for them to return to the career site. It is better to open external links in a new browser tab or window5.


NEW QUESTION # 57
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 Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
  • B. Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
  • C. 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.
  • 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 # 58
As part of their sales2023 campaign, your customer wishes to post a link to YouTube that directs candidates to the Sales Jobs category page. Which URL contains the correct tracking links for this scenario?

  • A. https://jobs.company.com/go/Sales-Jobs/597140/&utm_source=sales2023&utm_campaign=youtube
  • B. https://jobs.company.com/go/Sales-Jobs/597140/?utm_campaign=sales2023
  • C. https://jobs.company.com/go/SaIes-Jobs/597140/Qutm_source=youtube&utm_campaign=sales2023
  • D. https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube&utm_campaign=sales2023

Answer: D

Explanation:
Comprehensive and Detailed In-Depth Explanation:Tracking links with UTM parameters enable campaign performance analysis in Advanced Analytics. Let's evaluate the options for the sales2023 YouTube link to the Sales Jobs page:
* Option C (https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube& utm_campaign=sales2023): Correct. This URL uses the proper syntax with a question mark (?) to start UTM parameters, followed by utm_source=youtube (the referral platform) and utm_campaign=sales2023 (the campaign name), separated by an ampersand (&).
* SAP Documentation Excerpt: From theAdvanced Analytics Guide: "Use UTM parameters in tracking links (e.g., ?utm_source=youtube&utm_campaign=campaignName) to accurately track candidate sources in Advanced Analytics from external platforms like YouTube."
* Reasoning: Posted on YouTube, this link (e.g.,https://jobs.bestrun.com/go/Sales-Jobs/597140/?
utm_source=youtube&utm_campaign=sales2023) directs to the Sales Jobs page and logs
"youtube" as the source in AA, allowing "Best Run" to measure campaign success. The syntax adheres to UTM standards (source, medium, campaign), with medium optional here.
* Practical Example: For "Best Run," embedding this in a YouTube video description shows 100 clicks from YouTube in AA by March 10, 2025.
* Option A (https://jobs.company.com/go/SaIes-Jobs/597140/Qutm_source=youtube& utm_campaign=sales2023): Incorrect. "SaIes" has a typo (likely meant "Sales"), and "Qutm_source" is invalid (should be ?utm_source); this breaks tracking.
* Option B (https://jobs.company.com/go/Sales-Jobs/597140/&utm_source=sales2023& utm_campaign=youtube): Incorrect. The ampersand (&) before utm_source is wrong; it should start with ? after the page URL, invalidating the parameters.
* Option D (https://jobs.company.com/go/Sales-Jobs/597140/?utm_campaign=sales2023): Incorrect.
Missing utm_source limits tracking to campaign only, omitting the YouTube origin.
* Why C: Correct UTM format ensures analytics accuracy, per SAP standards. SAP's tracking link guidelines support C.References: SAP SuccessFactors Recruiting: Candidate Experience - Advanced Analytics Guide (Tracking Links).


NEW QUESTION # 59
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 content dropdown menu in the header
  • B. Within the category dropdown menu in the header
  • C. Within the Featured Jobs component
  • D. Within the Top Job Searches link in the footer

Answer: B,C

Explanation:
Comprehensive and Detailed In-Depth Explanation:Highlighting hard-to-fill jobs on the CSB Home page:
* Option B (Within the Featured Jobs component): Correct. The Featured Jobs component showcases priority roles.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "The Featured Jobs component on the Home page can be configured to display hard-to-fill or high- priority jobs, drawing candidate attention."
* Option D (Within the category dropdown menu in the header): Correct. A category link (e.g.,
"Critical Roles") can target these jobs.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "Category dropdown menus in the header can include links to pages displaying hard-to-fill jobs, providing direct navigation from the Home page."
* Option A: Incorrect. Footer links are for SEO, not Home page prominence.
* Option C: Incorrect. Content dropdowns are for static pages, not jobs.SAP's Home page design options support B and D.References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide.


NEW QUESTION # 60
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