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| Topic |
Details |
| Topic 1 |
- Site Setup: This section is targeted at professionals handling the initial setup of the career site. It involves enabling and performing basic configuration tasks to ensure Career Site Builder is operational and ready for use.
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| Topic 2 |
- 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.
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| Topic 3 |
- 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.
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| Topic 4 |
- Configure Locales: This section involves entering translations for candidate-facing text. Candidates should be proficient in configuring locales to ensure that the career site is accessible to a diverse, multilingual audience.
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| Topic 5 |
- 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.
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| Topic 6 |
- Implement Advanced Analytics: This part evaluates the skills needed to implement Recruiting Advanced Analytics. Candidates should demonstrate their ability to set up and use advanced analytics tools to derive insights and support recruitment strategies.
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| Topic 7 |
- 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.
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q44-Q49):
NEW QUESTION # 44
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 talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
- B. Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
- 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: A,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 # 45
When setting up Real Time Job Sync, where will you find the values to populate the Service Provider Settings in Provisioning?Note: There are 2 correct answers to this question.
- A. The URLs, Username, and Password are from CSB > Tools > Manage API Credentials.
- B. The API Key, Username, and Password are from CSB > Tools > Manage API Credentials.
- C. API Key is from CSB > Settings > Site Configuration > Site Integrations.
- D. The Security Key is from CSB > Settings > Site Configuration > Site Integrations.
Answer: A,C
Explanation:
When setting up Real Time Job Sync, the values to populate the Service Provider Settings in Provisioning can be found in two places:
The URLs, Username, and Password are from CSB > Tools > Manage API Credentials1. The Manage API Credentials page allows you to enter or modify authentication information that connects SAP SuccessFactors Recruiting with Career Site Builder for Real Time Job Sync1.
The API Key is from CSB > Settings > Site Configuration > Site Integrations2. The Site Integrations page provides information about the integration between your career site instance and SAP SuccessFactors2
NEW QUESTION # 46
Which elements need to be checked after a Career Site Builder site is moved from stage to production?
- A. Map settings
- B. External redirects open in the same browser tab
- C. Site kit selection
- D. Site URLs
Answer: D
Explanation:
After a Career Site Builder site is moved from stage to production, the site URLs need to be checked to ensure that they are pointing to the correct environment and domain. The site kit selection, map settings, and external redirects are not affected by the move to production and do not need to be checked. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Move to Production, Slide 8.
NEW QUESTION # 47
What are some leading practices regarding text on websites?Note: There are 3 correct answers to this question.
- A. Use half the word count or less than conventional writing.
- B. Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial).
- C. Break up lengthy content and separate with headings.
- D. Use high contrast text, for example, black text on a white background.
- E. Avoid using bulleted or numbered lists.
Answer: A,C,D
Explanation:
Text on websites is an important element of the candidate experience, as it conveys information, instructions, and messages to the visitors. Some leading practices regarding text on websites are:
Use high contrast text, for example, black text on a white background: High contrast text improves readability and accessibility, as it makes the text stand out from the background and reduces eye strain. High contrast text also helps people with visual impairments or color blindness to perceive the text better. You can use the Color Contrast Analyzer tool1 to check the contrast ratio of your text and background colors.
Use half the word count or less than conventional writing: Web users tend to scan rather than read text, so it is important to use concise and clear language that conveys the main points quickly and effectively. You can use the Hemingway Editor tool2 to check the readability and simplicity of your text and eliminate unnecessary words, passive voice, or complex sentences.
Break up lengthy content and separate with headings: Long blocks of text can be overwhelming and boring for web users, so it is advisable to break up the content into smaller chunks and use headings to organize and label them. Headings help web users to navigate and find the information they need, and also improve the SEO (search engine optimization) of your site. You can use the HTML Heading Structure tool3 to check the hierarchy and consistency of your headings.
Avoid using bulleted or numbered lists: This is not a correct answer, because bulleted or numbered lists are useful for presenting multiple items or steps in a concise and structured way. Lists help web users to scan and comprehend the information easily, and also add visual variety to the text. However, you should avoid using too many or too long lists, as they can lose their impact and clarity. You can use the List-o-matic tool4 to generate HTML code for your lists.
Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial): This is not a correct answer, because the choice of font depends on the purpose, audience, and style of your site. Serif fonts have small strokes or lines at the end of the letters, while sans-serif fonts do not. Serif fonts are usually considered more traditional, formal, and elegant, while sans-serif fonts are more modern, casual, and simple. However, there is no definitive rule on which font is better for web text, as both have their advantages and disadvantages. You can use the Font Squirrel tool to find and download free web fonts for your site. Reference:
NEW QUESTION # 48
Career Site Builder Global Settings and Global Styles
What must you consider when configuring custom headers in Career Site Builder?
- A. Each component in a custom header must be configured on a separate row.
- B. The same custom layout is displayed on both desktop and mobile devices.
- C. If a custom header is configured, then all of the headers on the career site must be custom.
- D. The Logo component is required.
Answer: D
Explanation:
Option C is correct because the Logo component is required when configuring a custom header in Career Site Builder. The Logo component displays the customer's logo and links to the home page of the career site. It is the only component that cannot be removed or replaced in a custom header1.
Option A is incorrect because if a custom header is configured, then only the headers that use the same brand and locale as the custom header will be affected. The other headers on the career site will use the default header style or the header style that is configured for their brand and locale1.
Option B is incorrect because the custom layout for desktop and mobile devices can be different. Career Site Builder allows you to configure the custom header components separately for the Desktop Layout and the Mobile Layout tabs. You can add, remove, or rearrange the components for each layout to optimize the user experience on different devices1.
Option D is incorrect because each component in a custom header can be configured on the same row or on a different row, depending on the desired layout. Career Site Builder allows you to drag and drop the components to the header rows and columns and adjust the width and alignment of each component1.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
3: Configuring a Custom Header | SAP Help Portal
NEW QUESTION # 49
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