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SAP C-THR84-2411 Exam Syllabus Topics:

Topic
Details

Topic 1

Career Site Design and Accessibility: This section of the exam measures skills of implementation consultants and includes topics related to user interface design and ensuring that the career site is accessible across devices and for all user groups. The emphasis is on best practices in usability and compliance.

Topic 2

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 3

Candidate Experience Overview and Project Kickoff: This section of the exam measures skills of implementation consultants and covers the foundational understanding of the candidate experience within SAP SuccessFactors. It includes preparing for a project kickoff, clarifying scope, and identifying critical configurations early in the implementation lifecycle.

Topic 4

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.

Topic 5

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 6

Career Site Builder Global Settings and Global Styles: This section of the exam measures skills of HRIS analysts and covers the configuration of global settings and styles that define the site’s look and feel. It involves managing branding elements such as fonts, colors, and layouts that apply across all pages.

Topic 7

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 8

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 9

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 10

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.

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

NEW QUESTION # 55
Your customer is considering implementing Advanced Analytics.
What are some advantages of generating reports in Advanced Analytics? Note: There are 3 correct answers to this question.

A. Allows customers to evaluate trends in source performance over time
B. Provides a variety of options for generating graphics to display report results
C. Allows customers to track direct indirect recruiting costs for job postings
D. Provides insight into which sources are delivering high-quality candidates
E. Allows customers to drill into recruiting data such as dates brands job categories

Answer: B,C,D

NEW QUESTION # 56
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. 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.
C. 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.
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.

Answer: A

Explanation:
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, the blackout period is a time frame during which you should not move your Career Site Builder site to Production. This is because the update code is pushed to Preview first, and then to Production later, usually within a week. If you move your site to Production during this time, you may encounter issues or inconsistencies due to the different code versions. Therefore, the SAP leading practice is to wait until the Production release is complete before moving your site to Production1.
The other options are not related to the blackout period, but rather to other aspects of the Career Site Builder functionality. For example:
Option B refers to the Real-time Job Sync feature, which allows you to sync job requisitions from Recruiting Management to Career Site Builder without any delay. However, this feature requires additional configuration and activation, and it may not be available for all customers2.
Option C refers to the caching mechanism of Career Site Builder, which may cause a slight delay between publishing a page and seeing the changes on the live site. This is normal and expected, and it does not affect the functionality of the site3.
Option D refers to the What's New Viewer, which is a tool that provides information about the new features and enhancements in each release of SAP SuccessFactors. This tool is available for both administrators and end users, and it can be accessed from the SAP SuccessFactors homepage or from the Help Center. There is no restriction on discussing the release information with customers, as long as it is accurate and relevant4. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Real-time Job Sync, Career Site Builder Caching, What's New Viewer

NEW QUESTION # 57
Candidate Experience Overview and Project Kickoff
What are some key features of a fully hosted Career Site Builder (CSB) site?Note: There are 2 correct answers to this question.

A. When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to the CSB site.
B. The customer maintains their own career site in addition to the CSB career site.
C. When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to an applicant tracking system.
D. All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site.

Answer: A,D

Explanation:

Some key features of a fully hosted Career Site Builder (CSB) site are:
When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to the CSB site. This will provide a seamless and branded experience for the candidates and allow them to explore the company's culture, values, and opportunities1.
All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site. This will enable the candidates to find and apply for jobs that match their interests and qualifications, and also learn more about the company's benefits, diversity, and social responsibility2.
The other options are not valid features of a fully hosted CSB site:
When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to an applicant tracking system. This will create a disjointed and unappealing experience for the candidates and may discourage them from applying or returning to the site3.
The customer maintains their own career site in addition to the CSB career site. This will create duplication and inconsistency of content and design, and also increase the maintenance and cost for the customer4.

NEW QUESTION # 58
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. SAP SuccessFactors has released code to preview but NOT yet to production.
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. You exported Site Settings from stage but did NOT update values in the XML file.
E. The Job Alert Email Template has NOT been configured in the CSB stage environment.

Answer: A,B,C

NEW QUESTION # 59
Implement Advanced Analytics
Your customer is considering implementing Advanced Analytics.What are some advantages of generating reports in Advanced Analytics? Note: There are 3 correct answers to this question.

A. Allows customers to drill into recruiting data such as dates, brands, and job categories
B. Provides a variety of options for generating graphics to display report results
C. Allows customers to track direct and indirect recruiting costs for job postings
D. Allows customers to evaluate trends in source performance over time
E. Provides insight into which sources are delivering high-quality candidates

Answer: B,D,E

Explanation:
Option B is correct because Advanced Analytics provides insight into which sources are delivering high-quality candidates. Advanced Analytics measures the source quality by calculating the conversion rates of candidates from different sources at each stage of the recruiting funnel, such as visits, applications, interviews, and hires. This helps customers to evaluate the effectiveness and return on investment of their sources and optimize their sourcing strategy1.
Option C is correct because Advanced Analytics allows customers to drill into recruiting data such as dates, brands, and job categories. Advanced Analytics enables customers to filter and segment the data by various dimensions, such as date range, brand, locale, job category, job function, job level, and source. This allows customers to analyze the data in more detail and compare the performance of different segments1.
Option D is correct because Advanced Analytics allows customers to evaluate trends in source performance over time. Advanced Analytics displays the data in graphical and tabular formats, such as line charts, bar charts, pie charts, and tables. These formats allow customers to visualize the changes and patterns in the data over time and identify the sources that are increasing or decreasing in quality and quantity1.
Option A is incorrect because Advanced Analytics does not provide a variety of options for generating graphics to display report results. Advanced Analytics uses predefined graphics that are based on the best practices and standards for data visualization. Customers cannot customize or change the graphics in Advanced Analytics2.
Option E is incorrect because Advanced Analytics does not allow customers to track direct and indirect recruiting costs for job postings. Advanced Analytics does not capture or calculate the costs associated with the sources or the job postings. Advanced Analytics focuses on the candidate behavior and outcomes, not on the financial aspects of recruiting2.
Reference:
1: Advanced Analytics | SAP Help Portal
2: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training

NEW QUESTION # 60
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