C-THR84-2311のPDF問題集で2024年03月04日最近更新された問題
C-THR84-2311試験問題有効なC-THR84-2311問題集PDF
SAP C-THR84-2311 認定試験の出題範囲：
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質問 # 10
When you test the customer's Career Site Builder (CSB) site with an accessibility checker, two of the footer links display Redundant Title Text alerts.How can you correct this?
- A. Rename the link using different text for the Title and Text.
- B. The Redundant Title Text issue CANNOT be corrected in the footer of CSB sites.
- C. Replace the footer link with one that does NOT require a title tag.
- D. Click the CODE link for suggestions to correct the issue.
正解：A
解説：
In SAP SuccessFactors Recruiting: Candidate Experience, when an accessibility checker identifies Redundant Title Text alerts, it indicates that the title attribute text is identical to the link or alternative text. This redundancy can be corrected by renaming the link using different texts for the Title and Text fields to ensure that they are not identical, enhancing website accessibility. References: SAP SuccessFactors Recruiting:
Candidate Experience documents available at SAP Training)
質問 # 11
Based on leading practices, which of the following page types can contain job listings?
- A. Category page
- B. Home page
- C. Landing page
- D. Content page
正解：A
解説：
Category pages are designed to display job listings based on predefined criteria, such as location, function, or industry. They allow candidates to browse and filter jobs that match their interests and qualifications. Category pages can also include components such as banners, videos, or testimonials to showcase the employer brand and culture.
質問 # 12
Assume that the first time a candidate visited your customer's Career Site Builder site, they disabled LinkedIn cookies. But on their second visit, the candidate wants to enable LinkedIn cookies so they can use Apply with LinkedIn.How can they do this?
- A. Once selected, it is NOT possible to change cookie preferences on a CSB site.
- B. The cookie banner automatically appears each time a candidate visits the CSB site so they can select Modify Cookie Preferences.
- C. The consultant must configure a component on the home page of the CSB site that allows candidates to Accept All Cookies.
- D. The consultant must configure a link in the header or footer to allow candidates to access the Cookie Consent Manager to change their cookie preferences.
正解：D
質問 # 13
What are the recommended actions to be completed before the Career Site Builder (CSB) kickoff call?Note:
There are 2 correct answers to this question.
- A. Review the statement of work (SOW).
- B. Develop the CSB project plan.
- C. Finish the CSB Configuration Workbook.
- D. Assist the customer to complete the Readiness Checklist.
正解：A、D
解説：
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, before the CSB kickoff call, the following actions are recommended:
Assist the customer to complete the Readiness Checklist. This checklist helps the customer to prepare for the CSB implementation by gathering the necessary information and assets, such as logos, images, videos, etc.
Review the statement of work (SOW). This document defines the scope, deliverables, timeline, and responsibilities of the CSB project. It is important to review the SOW to ensure that the customer's expectations and requirements are aligned with the project plan and budget.
Developing the CSB project plan and finishing the CSB Configuration Workbook are not recommended actions before the CSB kickoff call. These tasks are usually done after the kickoff call, as part of the CSB implementation process. References: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 14
You have created a data capture form. What are some options when adding the form to a Landing page?Note:
There are 3 correct answers to this question.
- A. You can add or remove fields on the data capture form.
- B. You can modify the messages displayed after the candidate submits the form.
- C. You can configure a specific job alert associated with candidates who submit the form.
- D. You can configure the options when a candidate already has a candidate profile.
- E. You can customize the instructions to complete the form.
正解：A、D、E
質問 # 15
What is recommended to be included in the header navigation menu?Note: There are 2 correct answers to this question.
- A. Links to top job searches
- B. Links to Category pages
- C. Links to social networks
- D. Links to Content pages
正解：B、D
質問 # 16
What are some leading practices to enter language translations for customer-specific content into Career Site Builder (CSB)?Note: There are 2 correct answers to this question.
- A. Duplicate the page from the base locale and enter the translations on the duplicated pages.
- B. Create a new header and footer for each translated page.
- C. Enter the translations into the Translations menu in CSB.
- D. Export the default language to an XML file, enter the translations, and import.
正解：C、D
解説：
According to the SAP Help Portal1, some leading practices to enter language translations for customer-specific content into Career Site Builder (CSB) are:
Enter the translations into the Translations menu in CSB. This is the recommended method for entering translations for labels, buttons, messages, and other text elements that are used throughout the CSB site.
You can access the Translations menu from the Tools tab in CSB, and select the language and the category of the text element you want to translate. You can also search for a specific text element by its name or value. You can enter the translations manually or import them from an XML file1.
Export the default language to an XML file, enter the translations, and import. This is an alternative method for entering translations for text elements, especially if you have a large number of translations to enter. You can export the default language (usually English) to an XML file from the Translations menu in CSB, and then use a text editor or a spreadsheet program to enter the translations for each text element. You can then import the XML file back to CSB, and the translations will be applied to the corresponding text elements1.
Duplicate the page from the base locale and enter the translations on the duplicated pages is not a leading practice to enter language translations for customer-specific content into CSB. This is because duplicating pages creates unnecessary maintenance and complexity, as you have to update each page separately whenever you make a change. Instead, you should use the Locale feature in CSB, which allows you to create different versions of the same page for different languages. You can access the Locale feature from the Pages tab in CSB, and select the base page and the language you want to create a new version for. You can then enter the translations for the page content, such as titles, headings, paragraphs, etc. You can also use the Translations menu to translate the text elements that are used on the page2.
Create a new header and footer for each translated page is not a leading practice to enter language translations for customer-specific content into CSB. This is because creating new headers and footers for each language adds unnecessary duplication and inconsistency, as you have to manage multiple versions of the same components. Instead, you should use the Locale feature in CSB, which allows you to create different versions of the same header and footer for different languages. You can access the Locale feature from the Components tab in CSB, and select the base header or footer and the language you want to create a new version for. You can then enter the translations for the header or footer content, such as logos, links, menus, etc. You can also use the Translations menu to translate the text elements that are used in the header or footer2. References: Career Site Builder Translations, Career Site Builder Locales
質問 # 17
Assume that the first time a candidate visited your customer's Career Site Builder site, they disabled LinkedIn cookies. But on their second visit, the candidate wants to enable LinkedIn cookies so they can use Apply with LinkedIn.How can they do this?
- A. Once selected, it is NOT possible to change cookie preferences on a CSB site.
- B. The cookie banner automatically appears each time a candidate visits the CSB site so they can select Modify Cookie Preferences.
- C. The consultant must configure a component on the home page of the CSB site that allows candidates to Accept All Cookies.
- D. The consultant must configure a link in the header or footer to allow candidates to access the Cookie Consent Manager to change their cookie preferences.
正解：D
解説：
The Cookie Consent Manager is a feature that allows candidates to view and modify their cookie preferences on the Career Site Builder site. The Cookie Consent Manager can be accessed by clicking on a link in the header or footer of the site, which the consultant must configure in the Career Site Builder settings. The link can be customized with different text, icon, and style options. Once the candidate clicks on the link, they can see the list of cookies that are used on the site, and choose to enable or disable them based on their preferences. The candidate can also view the cookie policy and the privacy statement from the Cookie Consent Manager. The candidate's cookie preferences are stored in their browser and applied on subsequent visits to the site, unless they clear their browser cache or change their preferences again. References:
https://training.sap.com/course/hr832-sap-successfactors-recruiting-candidate-experience-administration-classroo
https://learning.sap.com/learning-journeys/configure-sap-successfactors-recruiting-recruiter-experience
質問 # 18
Fields defined on the job requisition and mapped to Career Site Builder can be used for which purposes?Note:
There are 3 correct answers to this question.
- A. Display in the site header or footer
- B. Add to data capture forms
- C. Display on search results
- D. Use to create category page rules
- E. Display on the job layout
正解：B、C、E
解説：
Fields defined on the job requisition and mapped to Career Site Builder can be used for the following purposes:
Display on search results: Customers can configure which fields they want to show on the search results page, such as job title, location, job category, etc. This helps candidates to quickly scan and filter the available jobs based on their preferences and criteria.
Add to data capture forms: Customers can add fields to the data capture forms that candidates fill out when they apply for a job or join a talent pool. This allows customers to collect relevant information from candidates, such as contact details, resume, cover letter, etc.
Display on the job layout: Customers can customize the layout and content of the job details page, where candidates can view the full description and requirements of a job. Customers can choose which fields they want to display on the job layout, such as job summary, responsibilities, qualifications, benefits, etc.
References: Career Site Builder Pages and Components, Other Career Site Setup, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 19
Configure Locales
What are some leading practices to create locales in Career Site Builder?Note: There are 2 correct answers to this question.
- A. If the customer requires only one language and it is NOT en_US, you can change the default locale.
- B. Use Google Translate to translate text for locales.
- C. Follow the same layout for the localized pages as the default locale.
- D. Create the Home page for the locale instead of duplicating it from the default locale.
正解：A、C
解説：
Some leading practices to create locales in Career Site Builder are:
If the customer requires only one language and it is NOT en_US, you can change the default locale. This will save you time and effort as you do not need to create a new locale and duplicate the pages and components.You can simply edit the default locale and change the language and other settings as needed1.
Follow the same layout for the localized pages as the default locale. This will ensure consistency and usability across different languages and regions.You can usethe same page templates and components for the locales, and only change the text and images as required2.
The other options are not leading practices for creating locales in Career Site Builder:
Using Google Translate to translate text for locales is not recommended as it may result in inaccurate or inappropriate translations.You should use a professional translation service or a native speaker to ensure the quality and accuracy of the text3.
Creating the Home page for the locale instead of duplicating it from the default locale is not a leading practice as it will create extra work and maintenance.You can use the Duplicate Page feature to copy the Home page from the default locale and then edit the text and images as needed for the locale4.
References:1:SAP Help Portal - Change the Default Locale2:SAP Help Portal - Create a New Locale3:SAP Help Portal - Translate Text for Locales4:SAP Help Portal - Duplicate a Page
質問 # 20
Which of the following are acceptable configurations that could be added as JavaScript with Career Site Builder?Note: There are 3 correct answers to this question.
- A. Custom third-party survey tools
- B. Custom third-party libraries
- C. Custom third-party chatbots
- D. Custom third-party analytics for tracking purposes
- E. Custom third-party cascading style sheets (CSS)
正解：A、C、D
解説：
Career Site Builder allows you to add custom JavaScript code to your career site for various purposes, such as enhancing the functionality, appearance, or interactivity of your site. However, not all types of JavaScript code are supported or recommended by SAP SuccessFactors. According to the Career Site Builder Implementation Guide, the following types of JavaScript code are acceptable:
Custom third-party survey tools: You can use JavaScript code to embed survey tools from third-party providers, such as SurveyMonkey or Qualtrics, to collect feedback from your site visitors or candidates.
Custom third-party analytics for tracking purposes: You can use JavaScript code to integrate analytics tools from third-party providers, such as Google Analytics or Adobe Analytics, to track and measure the performance of your site, such as traffic, conversions, or bounce rate.
Custom third-party chatbots: You can use JavaScript code to add chatbots from third-party providers, such as Drift or Intercom, to provide live chat support or guidance to your site visitors or candidates.
The following types of JavaScript code are not acceptable:
Custom third-party cascading style sheets (CSS): You cannot use JavaScript code to inject CSS styles from third-party sources, as this may cause conflicts or inconsistencies with the existing styles of your site. You should use the Global Styles feature of Career Site Builder to customize the appearance of your site elements, such as fonts, colors, or layouts.
Custom third-party libraries: You cannot use JavaScript code to load external libraries from third-party sources, such as jQuery or Bootstrap, as this may cause compatibility issues or performance degradation of your site. You should use the built-in components and features of Career Site Builder to create and manage your site content, such as pages, headers, footers, or widgets.
References:
Career Site Builder Implementation Guide: This document provides detailed information on how to configure and use Career Site Builder to create and maintain your career site, including how to add custom JavaScript code to your site.
質問 # 21
Move to Production
When moving a Career Site Builder site to production, which four XML files must you export for the move to production?
- A. Candidate Profile, Site Settings, Translations, Category pages
- B. Site Settings, Career Site Builder Settings, Content pages, Translations
- C. Site Settings, Career Site Builder Settings, Category pages, Translations
- D. Content pages, Category pages, Job Layouts, Career Site Builder Settings
正解：C
解説：
Option B is correct because when moving a Career Site Builder site to production, you need to export four XML files: Site Settings, Career Site Builder Settings, Category pages, and Translations1. These files contain the configuration and content of your site, such as the site name, URL, logo, theme, layout, language, categories, and pages1.
Option A is incorrect because Content pages and Job Layouts are not required to export for the move to production. Content pages are automatically generated from the Category pages, and Job Layouts are part of the Career Site Builder Settings1.
Option C is incorrect because Candidate Profile is not an XML file that can be exported from Career Site Builder. Candidate Profile is a feature that allows candidates to create and manage their profiles on the career site.
Option D is incorrect because Content pages are not required to export for the move to production, as explained above.
References:
1: 1H 2023 Release Highlights: Talent Acquisition Innovations and Enhancements | SAP Blogs
2: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience
1H/2023 | SAP Training Certification
3: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training
[4]: SAP SuccessFactors Recruiting | SAP Help Portal
質問 # 22
The content of what type of page is most often hosted by a customer externally and linked with their CSB site?
- A. Map page
- B. Category page
- C. Landing page
- D. Content page
正解：B
質問 # 23
Other Career Site Setup
What is the recommended naming convention when setting up a subdomain for a customer's Career Site Builder site?Note: There are 2 correct answers to this question.
- A. <company>.com/jobs
- B. <company>.careers.com
- C. jobs.<company>.com
- D. careers.<company>.com
正解：C、D
解説：
When setting up a subdomain for a customer's Career Site Builder site, the recommended naming convention is to use either careers.<company>.com or jobs.<company>.com, where <company> is the name of the customer's organization. These naming conventions are preferred because they:
Indicate the purpose of the site, which is to showcase the career opportunities and the job openings of the customer.
Enhance the search engine optimization (SEO) of the site, which helps to rank higher in the search results and attract more traffic and candidates.
Maintain the branding and identity of the customer, which helps to build trust and recognition among the candidates and the visitors.
Simplify the domain management and maintenance, which reduces the complexity and the cost of the site administration.
The other two options are incorrect because:
<company>.careers.com: This naming convention is not recommended because it uses a generic top-level domain (TLD) of .com, which does not indicate the specific country or region of the customer.
This could cause confusion and ambiguity among the candidates and the visitors, especially if the customer operates in multiple markets or locations. Moreover, this naming convention could conflict with other existing domains that use the same TLD and the same prefix of careers.
<company>.com/jobs: This naming convention is not recommended because it uses a subdirectory or a subfolder of /jobs, rather than a subdomain. This could affect the performance and the security of the site, as well as the SEO ranking. For example, using a subdirectory could slow down the loading speed of the site, as it shares the same server and the same resources with the main domain. It could also expose the site to more risks and vulnerabilities, as it inherits the same security settings and the same certificates as the main domain. Furthermore, using a subdirectory could lower the SEO ranking of the site, as it competes with the main domain and the other subdirectories for the same keywords and the same authority.
References:
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 2: Site Setup]
質問 # 24
Which of the following is NOT one of the five standard statuses that are displayed in Advanced Analytics?
- A. Interviewed
- B. Offer Made
- C. Apply Complete
- D. Forwarded
正解：D
質問 # 25
What are some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers?Note: There are 2 correct answers to this question.
- A. Automated OData feeds
- B. Job scrapes
- C. Automated XML feeds
- D. Recruiting Posting
正解：C、D
解説：
Some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers are:
Automated XML feeds: This is a method of sending job data from SAP SuccessFactors Recruiting to external job boards or aggregators in a standardized format. XML feeds can be configured to run on a scheduled basis, and can include filters and parameters to controlthe data that is sent. XML feeds can improve the accuracy, timeliness, and reach of your job postings, and can also enable tracking and reporting of the source of candidates.
Recruiting Posting: This is a feature of SAP SuccessFactors Recruiting that allows you to post jobs to multiple job boards or aggregators with a single click. Recruiting Posting can be accessed from the Job Requisition page, where you can select the channels, countries, and languages for your job postings.
Recruiting Posting can save you time and money, and can also provide analytics and insights on the performance of your job postings.
Automated OData feeds and job scrapes are not leading practices to distribute jobs for SAP SuccessFactors Recruiting customers. OData feeds are used to extract data from SAP SuccessFactors Recruiting for reporting or integration purposes, but they are not designed to send job data to external sites. Job scrapes are methods of extracting job data from your career site by external job boards or aggregators, but they are not reliable, secure, or consistent, and they may not capture all the relevant data or reflect the latest changes. References:
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 # 26
Your customer requires additional Home pages when enabling which of the following elements?Note: There are 2 correct answers to this question.
- A. Brands
- B. Locales
- C. Maps
- D. Site kits
正解：A、B
質問 # 27
What are some leading practices regarding the timing of the Advanced Analytics implementation?Note: There are 3 correct answers to this question.
- A. Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live.
- B. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
- C. Advanced Analytics can be implemented when the applicant status set is created.
- D. Implement Advanced Analytics immediately following the Career Site Builder site go-live.
- E. The steps to implement Advanced Analytics must be completed over two or more days.
正解：B、D、E
質問 # 28
What is recommended to be included in the header navigation menu?Note: There are 2 correct answers to this question.
- A. Links to top job searches
- B. Links to Category pages
- C. Links to social networks
- D. Links to Content pages
正解：B、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. References:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 29
Move to Production
What are some leading practices regarding SSL certificates for Career Site Builder (CSB) sites? Note: There are 3 correct answers to this question.
- A. It is critical to prevent the SSL certificate from expiring so that candidates are NOT blocked from accessing the CSB site.
- B. Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support.
- C. The implementation consultant begins the SSL certificate process as soon as the site is moved to production.
- D. SSL certificates must be installed for both the stage and production CSB environments.
- E. Rather than setting up a certificate specifically for the CSB subdomain, a wildcard certificate can be used.
正解：A、D、E
解説：
Some leading practices regarding SSL certificates for Career Site Builder (CSB) sites are:
It is critical to prevent the SSL certificate from expiring so that candidates are not blocked from accessing the CSB site. An expired SSL certificate will cause security warnings and errors for the candidates and may damage the reputation and trust of the company1.
Rather than setting up a certificate specifically for the CSB subdomain, a wildcard certificate can be used. A wildcard certificate is a certificate that covers multiple subdomains under the same domain name, such as *.example.com. This will save time and cost for the customer and simplify the certificate management process2.
SSL certificates must be installed for both the stage and production CSB environments. This will ensure that the CSB site is secure and functional in both environments and allow for testing and validation before moving to production3.
The other options are not valid leading practices regarding SSL certificates for CSB sites:
Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support. This is not true, as the SSL certificate renewal process requires coordination and communication between the customer, the certificate authority, and the Product Support team. The customer or consultant can initiate the renewal request in CSB, but they still need to provide the certificate files and information to Product Support for installation.
The implementation consultant begins the SSL certificate process as soon as the site is moved to production. This is not a leading practice, as the SSL certificate process should be started as early as possible in the project timeline, preferably during the design phase. This will allow enough time for the certificate procurement, installation, and testing, and avoid any delays or issues in the go-live phase.
References: 1: SAP Help Portal - SSL Certificate Expiration 2: SAP Help Portal - Wildcard SSL Certificate 3:
SAP Help Portal - SSL Certificate Installation : [SAP Help Portal - SSL Certificate Renewal] : [SAP Help Portal - SSL Certificate Process]
質問 # 30
Site Setup
Which of the following quick links are available in Command Center? Note: There are 3 correct answers to this question.
- A. Career Site Builder
- B. Career Site
- C. Delete Jobs
- D. Recruiting Advanced Analytics
- E. API Credentials
正解：A、B、E
質問 # 31
Candidate Relationship Management
Assume that your customer owns a chain of retail stores. They require talent pools based on attributes of the stores, such as Goods Sold, Store Size, and Location.What are the steps to achieve this use case? Note: There are 3 correct answers to this question.
- A. When naming the talent pool, list all of the attributes and their values.
- B. Edit the talent pool and select values for the additional attributes.
- C. Create custom generic objects for Goods Sold and Store Size.
- D. Use the standard filter fields in SAP SuccessFactors HXM Suite to represent the attributes.
- E. Ensure that the location foundation object is enabled and that all required locations have been created.
正解：B、C、E
解説：
To achieve this use case, you need to do the following:
Create custom generic objects for Goods Sold and Store Size in the Metadata Framework (MDF). These objects will store the values for the attributes of the stores. You also need to create associations between these objects and the standard Location Foundation Object.
Ensure that the location foundation object is enabled and that all required locations have been created in the Manage Data tool. You also need to assign values for Goods Sold and Store Size to each location.
Edit the talent pool and select values for the additional attributes. You can use the standard filter fields in SAP SuccessFactors HXM Suite to filter candidates by location, and then use the custom filter fields to filter candidates by Goods Sold and Store Size. You can also name the talent pool according to the attributes and their values.
References:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Talent Pools SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%
質問 # 32
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C-THR84-2311問題集合格確定させる練習には86問があります：https://www.passtest.jp/SAP/C-THR84-2311-shiken.html
C-THR84-2311練習テスト問題解答更新された86問があります：https://drive.google.com/open?id=1xoBjOmw0hiR-Tvm41Rqr3az6fGDiej9v