実践サンプルと問題集と指導には2025年最新のC_THR84_2411有効なテスト問題集 [Q42-Q61]

実践サンプルと問題集と指導には2025年最新のC_THR84_2411有効なテスト問題集

最新 [2025年04月13日] 100%合格率保証付きの素晴らしいC_THR84_2411試験問題PDF

質問 # 42
You have enabled Candidate Relationship Management created a branded email layout for your customer. When can this custom email layout be used? Note: There are 2 correct answers to this question.

A. When sending an email from the Candidate Search page
B. When sending an email associated with a Recruiting email trigger
C. When sending an email from the Applicant Workbench
D. When sending an email associated with an applicant status

正解：A、C

質問 # 43
Based on leading practices which of the following page types can contain job listings?

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

正解：A

質問 # 44
What could delay the completion of the localization of your customer's career site?
Note: There are 3 correct answers to this question.

A. The consultant did NOT include all of the text for the default locale in the configuration workbook.
B. Google Translate did NOT contain all of the terms in the text for your customer's site.
C. The customer translated html tags tokens in the locale columns of the configuration workbook.
D. The customer requested changes to the localization of system text in Career Site Builder.
E. The customer has NOT approved the default locale.

正解：A、D、E

質問 # 45
Which of the following are leading practices for using images on a Career Site Builder site?Note: There are 3 correct answers to this question.

A. All images on a Career Site Builder site should be oriented as portrait, NOT landscape.
B. Alt Text is NOT required for logos on the site.
C. Unique alt text should be populated for all images in all languages.
D. Do NOT use embedded text on images.
E. Select images that have a strong focal point.

正解：C、D、E

解説：
Select images that have a strong focal point. This helps to capture the attention of the visitors and convey the message of the site. Images with a strong focal point also look better on different devices and screen sizes1.
Do NOT use embedded text on images. Embedded text is the text that is part of the image file, not the HTML code. Embedded text is not accessible to screen readers, search engines, or translation tools. It also reduces the quality and clarity of the image, especially on high-resolution screens2.
Unique alt text should be populated for all images in all languages. Alt text is the text that describes the content and function of an image, and it is displayed when the image cannot be loaded or is accessed by screen readers. Alt text helps to improve the accessibility, SEO, and user experience of the site. It should be unique for each image and language, and it should be concise and relevant3.
Reference:
1: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Design and Accessibility, Lesson: Image Best Practices
2: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Design and Accessibility, Lesson: Image Best Practices
3: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Design and Accessibility, Lesson: Image Best Practices

質問 # 46
Your customer requires additional Home pages when enabling which of the following elements?Note: There are 2 correct answers to this question.

A. Site kits
B. Brands
C. Maps
D. Locales

正解：B、D

解説：
Your customer requires additional Home pages when enabling brands and locales on their Career Site Builder site. Brands are different identities or subdomains that your customer may have for their career site, such as different divisions, regions, or products. Locales are different languages or regional settings that your customer may have for their career site, such as English, French, or German. When enabling brands and locales, you need to create additional Home pages for each combination of brand and locale, to ensure that the content and layout are consistent and appropriate for each audience. For example, if your customer has two brands, Brand A and Brand B, and two locales, English and French, then you need to create four Home pages:
Home - English - Brand A
Home - English - Brand B
Home - French - Brand A
Home - French - Brand B
Maps and site kits are not elements that require additional Home pages when enabling them on a Career Site Builder site. Maps are components that display the location of your customer's offices or job requisitions on a map. Site kits are templates that provide predefined styles, components, and pages for your career site. You can use maps and site kits on any Home page, regardless of the brand or locale, without creating additional Home pages. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

質問 # 47
Which of the following are leading practices regarding the Source Tracker functionality? Note: There are 3 correct answers to this question.

A. If a source that the customer requests is NOT available to enable in the Site Source Editor submit a support ticket to request that the source be created.
B. When setting up the Source Tracker for your customer enable all possible sources.
C. Adding a tracking link enables reporting in Advanced Analytics for manually posted jobs.
D. Before a recruiter manually posts a job online they should generate a tracking link from Recruiting > Source Tracker > Campaign URL Builder.
E. Enable your customer's Source Tracker options from Command Center.

正解：C、D、E

質問 # 48
Implement Advanced Analytics
What are some considerations when defining user permissions for Advanced Analytics? Note: There are 2 correct answers to this question.

A. Advanced Analytics user permissions CANNOT be configured until after the Career Site Builder site is live.
B. Users must be set up for Recruiter SSO.
C. Users can be given permissions to view only the high-level report, or can also be provided with the ability to drill to details.
D. Advanced Analytics user permissions are configured in Command Center.

正解：C、D

解説：
Option B is correct because Advanced Analytics user permissions are configured in Command Center, which is the administration tool for SAP SuccessFactors Recruiting Marketing. In Command Center, you can assign users to different roles and grant them access to view and use the Advanced Analytics reports1.
Option C is correct because users can be given permissions to view only the high-level report, or can also be provided with the ability to drill to details. The high-level report shows the overall performance of the career site and the sources, while the drill to details feature allows users to see the individual candidate records and actions1.
Option A is incorrect because Advanced Analytics user permissions can be configured before or after the Career Site Builder site is live. However, it is recommended to configure the user permissions before the site is live, so that the users can access the reports as soon as the data is available1.
Option D is incorrect because users do not need to be set up for Recruiter SSO to access Advanced Analytics. Recruiter SSO is a feature that allows recruiters to log in to the Recruiting Management system using their Recruiting Marketing credentials. This feature is optional and does not affect the user permissions for Advanced Analytics2.
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: Setting Admin User Permissions | SAP Help Portal
4: Recruiter SSO | SAP Help Portal

質問 # 49
Which elements need to be checked after a Career Site Builder site is moved from stage to production?

A. External redirects open in the same browser tab
B. Site URLs
C. Map settings
D. Site kit selection

正解：B

解説：
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.

質問 # 50
Which of the following quick links are available in Command Center?
Note: There are 3 correct answers to this question.

A. Recruiting Advanced Analytics
B. Career Site Builder
C. Career Site
D. Delete Jobs
E. API Credentials

正解：A、B、C

質問 # 51
What tasks related to job distribution are you responsible for?Note: There are 3 correct answers to this question.

A. Deliver jobs directly to compliance job boards.
B. Work with job boards to arrange special pricing for your customer.
C. Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor.
D. Conduct the job delivery intake meeting.
E. Create the customer's standard XML feeds.

正解：C、D、E

解説：
Conduct the job delivery intake meeting. This is the first step in the job delivery process, where you gather the customer's requirements and expectations for job distribution, such as the target job boards, the budget, the frequency, and the tracking methods1.
Create the customer's standard XML feeds. This is the second step in the job delivery process, where you configure the XML feeds that will deliver the jobs from the customer's SAP SuccessFactors Recruiting system to the selected job boards2. You can use the Job Delivery Toolkit to create and test the XML feeds3.
Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor. This is the final step in the job delivery process, where you teach the customers how to manage their preferred sources, such as job boards, social media, and employee referrals, in the Career Site Builder Site Source Editor4. This allows the customers to control which sources are displayed on their career site and how they are tracked.
Reference:
1: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Job Delivery Process Overview
2: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: XML Feeds
3: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Job Delivery Toolkit
4: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Site Source Editor
[5]: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 8: Job Delivery, Lesson: Preferred Sources

質問 # 52
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 support the use of job requisition fields in Career Site Builder
B. To provide fields that online sources require for XML feeds
C. To provide fields for filtering reports in Advanced Analytics
D. To support job posting to career sites built with Career Site Builder
E. To ensure that no more than five custom fields are required for Recruiting Marketing

正解：A、B、C

質問 # 53
Which of the following options from SAP SuccessFactors Recruiting can customers use to automate job delivery? Note: There are 2 correct answers to this question.

A. Automated standard XML feeds scheduled job scraping
B. Automated Recruiting Posting scheduled job scraping
C. Automated standard XML feeds Recruiting Posting
D. Automated standard XML feeds custom XML feeds

正解：C、D

質問 # 54
Which of the following encrypts personal data used in the recruiting process?

A. Data Privacy Consent Statement (DPCS)
B. Data Retention Time Management (DRTM)
C. Secure Socket Layer (SSL)
D. Identity Authentication Service (IAS)

正解：C

解説：
Secure Socket Layer (SSL) is a protocol that encrypts personal data used in the recruiting process. SSL ensures that the data transmitted between the candidate's browser and the career site is secure and protected from unauthorized access or tampering1. SSL also helps to improve the candidate's trust and confidence in the career site and the recruiting process2.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Site Setup, Lesson: Configuring SSL, Slide 4 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 2: Site Setup, Lesson: Configuring SSL, Slide 5 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Site Setup <= 10%

質問 # 55
What are the options for enabling the "Hear more about career opportunities" flag (also called "Consent to Marketing") so that a candidate receives email campaigns?Note: There are 3 correct answers to this question.

A. An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the "Hear more about career opportunities" option is enabled.
B. A recruiter updates the setting for "Hear more about career opportunities" from the candidate's profile.
C. A back-end script is run to update all candidates' settings for "Hear more about career opportunities".
D. The candidate updates the setting for "Hear more about career opportunities" from their candidate profile.
E. The candidate selects "Hear more about career opportunities" when creating an account.

正解：A、D、E

解説：
The "Hear more about career opportunities" flag (also called "Consent to Marketing") is a setting that allows candidates to opt-in or opt-out of receiving email campaigns from the customer. Email campaigns are a way of engaging with candidates and informing them about relevant job opportunities, events, or news. The options for enabling the "Hear more about career opportunities" flag are:
The candidate updates the setting for "Hear more about career opportunities" from their candidate profile. This option allows candidates to change their preference at any time from their profile page on the Career Site Builder (CSB) site. They can also view and manage their email subscriptions from the same page.
The candidate selects "Hear more about career opportunities" when creating an account. This option allows candidates to opt-in to receive email campaigns when they register for an account on the CSB site. They can also choose which types of email campaigns they want to receive, such as job alerts, newsletters, or events.
An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the "Hear more about career opportunities" option is enabled. This option allows customers to send a one-time email campaign to candidates who have not opted-in or opted-out of receiving email campaigns. The email campaign contains a link that allows candidates to opt-in to receive future email campaigns. This option is useful for customers who have migrated their candidate data from another system and want to obtain consent from existing candidates.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Email Campaigns SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%

質問 # 56
What happens if a candidate is navigating the Career Site Builder site clicks to access a branded page that has NOT been built?

A. A message will display asking the candidate to select a brand.
B. An error message will be displayed.
C. The home page for that brand will display.
D. The page for the default brand will display.

正解：B

質問 # 57
Your customer is planning to host a virtual job fair to connect with potential candidates who have experience in the medical industry. You create a Candidate Profile Extension field with an associated picklist.
Where will you add this field so that candidates can complete it during the job fair even if they do NOT apply for a job?

A. Add the field to the Candidate Profile template.
B. Add the field to the Create an Account page.
C. Add the field to the Application template.
D. Add the field to a data capture form.

正解：D

質問 # 58
It is important for customers to be able to report on which candidates arrived at their Career Site Builder (CSB) site from their corporate site. What are the actions you need to take to facilitate this reporting?
Note: There are 2 correct answers to this question.

A. Deliver source-coded backlinks so that your customer can replace all links from their externally-hosted sites to their CSB site.
B. Add a campaign code to all XML job feeds that you create for your customer.
C. Recommend that your customer opt-in for the Organic Network.
D. Submit the Referral Engine Task support ticket after moving your customer's CSB site to production.

正解：B、D

質問 # 59
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.

正解：B、D

解説：
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

質問 # 60
What is recommended to be included in the header navigation menu?Note: There are 2 correct answers to this question.

A. Links to Content pages
B. Links to top job searches
C. Links to social networks
D. Links to Category pages

正解：A、D

解説：
The header navigation menu is a component that allows candidates to navigate through different pages on your career site. It is recommended to include links to Category pages and Content pages in the header navigation menu, as these pages provide relevant information and opportunities for the candidates. Category pages are pages that display job requisitions based on predefined criteria, such as location, function, or industry. Content pages are pages that display custom content, such as company culture, benefits, testimonials, or events. By including links to these pages, you can showcase your employer brand, attract candidates to your job openings, and enhance the candidate experience.
Links to social networks and top job searches are not recommended to be included in the header navigation menu, as they are not essential for the candidate journey. Links to social networks can be added to the footer or the sidebar of your career site, as they are secondary sources of information and engagement. Links to top job searches can be added to the homepage or the search results page of your career site, as they are dynamic and contextual. Adding too many links to the header navigation menu can clutter the user interface and distract the candidates from the main content and actions. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

質問 # 61
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