C_THR84_2405 Pass Dumps & PassGuide C_THR84_2405 Prüfung & C_THR84_2405 Guide

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SAP C_THR84_2405 Prüfungsplan:

Thema	Einzelheiten
Thema 1	Candidate Relationship Management: This section focuses on individuals responsible for managing interactions with candidates. It involves configuring the Candidate Relationship Management (CRM) features within Career Site Builder.
Thema 2	Job Delivery: This section covers job distribution methods, generating XML feeds, and using the Source Tracker. Candidates should be able to describe various job delivery options and effectively manage job postings and tracking.
Thema 3	Move to Production: This part addresses the process of transitioning a Career Site Builder site from development to a live production environment. Candidates should understand the necessary steps for making the site operational.
Thema 4	Other Career Site Setup: This part assesses skills in configuring additional features of Career Site Builder. Candidates should be able to set up elements such as mobile applications, job layouts, and search results to build a comprehensive and user-friendly career site.
Thema 5	Career Site Builder Pages and Components: This section focuses on the different page types and components available in Career Site Builder. Candidates should be able to describe the various page elements and how to use them effectively to meet organizational needs.
Thema 6	Career Site Builder Global Settings and Global Styles: This section evaluates the skills of professionals involved in setting up and configuring Career Site Builder. It includes establishing Global Settings, Global Styles, and Site Configuration to ensure the career site is well-organized and functional.
Thema 7	Managing Clean Core: This section evaluates the ability to apply clean core principles to ERP systems. It involves enhancing business process agility, minimizing adaptation efforts, and fostering innovation by adhering to these principles.

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience C_THR84_2405 Prüfungsfragen mit Lösungen (Q14-Q19):

14. Frage
What must you consider when using custom fonts in Career Site Builder (CSB)?

A. Once a custom font is uploaded, the fonts of existing components are replaced.
B. Ensure that the font is uploaded in a ZIP file.
C. Ensure that the customer owns the font license.
D. Remember that only one custom font can be uploaded in CSB.

Antwort: C

Begründung:
When using custom fonts in Career Site Builder, you must ensure that the customer has the legal right to use the font on their career site. This means that the customer must own the font license or have permission from the font owner. Uploading a custom font without a license may result in legal issues or penalties for the customer. Therefore, it is important to verify the font license before uploading it in Career Site Builder. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Fonts, Slide 6.

15. Frage
Which of these Recruiting features use generic objects?Note: There are 2 correct answers to this question.

A. Talent pool status sets
B. Marketing brands
C. Activity tracking
D. Recruiting teams

Antwort: A,B

Begründung:
Marketing brands and talent pool status sets are two of the Recruiting features that use generic objects. Generic objects are custom objects that can be created and configured in the Metadata Framework (MDF) to extend the functionality and the flexibility of the SAP SuccessFactors solutions. Generic objects can have their own fields, associations, rules, validations, and UI configurations. Some of the benefits of using generic objects are:
They can be easily created and maintained by the administrators without coding or provisioning.
They can be integrated with other SAP SuccessFactors modules and features, such as Role-Based Permissions, Reporting, and Intelligent Services.
They can be updated and deployed without affecting the system performance or availability.
Marketing brands and talent pool status sets are examples of generic objects that are used in the Recruiting module to enhance the candidate experience and the recruiter efficiency. Marketing brands are generic objects that define the branding and the messaging of the customer's organization to attract and engage the candidates. Marketing brands can have different attributes, such as the brand name, the brand logo, the brand description, the brand color, the brand font, and the brand email signature. Marketing brands can be associated with other generic objects, such as job requisitions, email campaigns, and landing pages, to create a consistent and personalized candidate experience. Talent pool status sets are generic objects that define the stages and the actions of the candidate relationship management (CRM) process. Talent pool status sets can have different attributes, such as the status set name, the status set description, the status set type, and the status set values. Talent pool status sets can be associated with other generic objects, such as talent pools, talent pool candidates, and email templates, to manage and track the candidate pipeline and the communication.
The other two options are incorrect because:
Recruiting teams are not generic objects, but rather standard objects that are predefined and configured in the Recruiting Management system. Recruiting teams are objects that define the roles and the responsibilities of the users who are involved in the recruiting process, such as the hiring manager, the recruiter, the interviewer, and the coordinator. Recruiting teams can be associated with other standard objects, such as job requisitions, job applications, and offer approvals, to assign and control the access and the actions of the users.
Activity tracking is not a generic object, but rather a standard feature that is enabled and configured in the Provisioning system. Activity tracking is a feature that records and displays the activities and the interactions of the candidates and the recruiters throughout the recruiting process, such as the candidate views, the candidate applies, the recruiter emails, and the recruiter notes. Activity tracking can be integrated with other standard features, such as Reporting, Intelligent Services, and Email Notifications, to analyze and improve the candidate experience and the recruiter efficiency.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
[THR84 - SAP SuccessFactors Recruiting: Candidate Experience Academy]
[THR84 - Unit 3: Candidate Relationship Management]
[THR84 - Unit 4: Career Site Builder Global Settings and Global Styles]

16. Frage
Configure Locales
Under which conditions will you enable Limit Search by Locale under Global Search options in Career Site Builder (CSB)?Note: There are 2 correct answers to this question.

A. The customer plans to translate the title and description for all job requisitions that are relevant for a specific locale.
B. The customer wants jobs returned in a search to be restricted to the locale the candidate selects on the CSB site.
C. The customer wants job alerts that the candidate receives to be restricted to the locale the candidate selects on the CSB site.
D. The customer wants to host multiple locales on their CSB site, and Limit Search by Locale is required for that.

Antwort: A,B

Begründung:
You will enable Limit Search by Locale under Global Search options in Career Site Builder (CSB) under the following conditions:
The customer plans to translate the title and description for all job requisitions that are relevant for a specific locale. This will ensure that the candidates see the job requisitions in their preferred language and can apply more easily1.
The customer wants jobs returned in a search to be restricted to the locale the candidate selects on the CSB site. This will provide a more personalized and relevant experience for the candidates and filter out the jobs that are not applicable for their region2.
The other options are not valid conditions for enabling Limit Search by Locale in CSB:
The customer wants to host multiple locales on their CSB site, and Limit Search by Locale is required for that. This is not true, as Limit Search by Locale is an optional feature that can be enabled or disabled for each locale. The customer can host multiple locales on their CSB site without using this feature3.
The customer wants job alerts that the candidate receives to be restricted to the locale the candidate selects on the CSB site. This is not possible, as job alerts are based on the candidate's profile settings and not on the CSB site settings. The candidate can choose the language and location preferences for the job alerts in their profile4.

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

Antwort: B,C,E

Begründung:
Candidates can be added to a talent pool from the following sources:
Candidate Workbench (Talent Pipeline page): You can manually add candidates to a talent pool from the Talent Pipeline page, which shows all the candidates who have applied to your jobs or have been sourced by you or your team12.
Auto-populate from a saved search: You can create a saved search based on certain criteria and assign it to a talent pool. This will automatically add any candidates who match the criteria to the talent pool13.
Add from a Candidate Search: You can perform a candidate search using keywords, filters, or Boolean operators and add the search results to a talent pool14.
You cannot add candidates to a talent pool from an email campaign or allow candidates to add themselves. Email campaigns are used to communicate with candidates who are already in a talent pool1 . Candidates can only join a talent community, which is a broader group of candidates who have expressed interest in your company, but not a specific job or talent pool1 . Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Talent Pools, pages 5-3 to 5-9.

18. Frage
Career Site Design and Accessibility
When internal career site is enabled, what can be different on the Career Site Builder site for internal employees and external candidates?Note: There are 2 correct answers to this question.

A. Internals and externals may see different page components.
B. Internals and externals may be able to apply to different jobs.
C. Internals and externals may see different headers and footers.
D. Internals and externals may see different job layouts.

Antwort: A,B

Begründung:
When internal career site is enabled, you can configure different settings and content for internal employees and external candidates on your Career Site Builder site. This allows you to tailor the candidate experience based on the audience and the business needs. Some of the differences that can be applied are:
Internals and externals may be able to apply to different jobs: You can set up job requisitions to be visible only to internal employees, only to external candidates, or to both. This way, you can control who can view and apply to certain jobs based on their eligibility and suitability. You can also set up different application processes and forms for internals and externals, such as requiring different information or documents, or enabling different integrations or assessments.
Internals and externals may see different page components: You can create different page components for internal employees and external candidates, such as banners, videos, testimonials, or forms. You can also assign different page components to different pages based on the audience, such as showing different messages or images on the home page, category page, or job details page. This way, you can customize the look and feel of your site and provide relevant and engaging content for each group.
Internals and externals may see different headers and footers: This is not a correct answer, because the header and footer settings are global and apply to the entire site, regardless of the audience. You cannot create or assign different headers and footers for internal employees and external candidates. However, you can use the header and footer components to display different links or menus based on the audience, such as showing different career site pages, external sites, or internal resources.
Internals and externals may see different job layouts: This is not a correct answer, because the job layout settings are also global and apply to the entire site, regardless of the audience. You cannot create or assign different job layouts for internal employees and external candidates. However, you can use the job layout components to display different information or actions based on the audience, such as showing different job details, apply buttons, or share options. Reference

19. Frage
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C_THR84_2405 Pass Dumps & PassGuide C_THR84_2405 Prüfung & C_THR84_2405 Guide

Das neueste C_THR84_2405, nützliche und praktische C_THR84_2405 pass4sure Trainingsmaterial

SAP C_THR84_2405 Prüfungsplan:

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience C_THR84_2405 Prüfungsfragen mit Lösungen (Q14-Q19):

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