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完全版最新の2025年最新のC_THR84_2411試験問題集テストガイド、専門トレーニングPassTest
質問 # 21
Which of the following is NOT one of the five standard statuses that are displayed in Advanced Analytics?
- A. Offer Made
- B. Forwarded
- C. Interviewed
- D. Apply Complete
正解：B
解説：
Advanced Analytics is a reporting tool that allows you to measure and optimize the candidate experience on your Career Site Builder (CSB) site. It tracks the candidates' behavior and actions on the site, such as page views, searches, applications, and referrals. It also tracks the candidates' progress through the application process, using five standard statuses: Apply Start, Apply Complete, Interviewed, Offer Made, and Hired. These statuses are based on the status configuration in SAP SuccessFactors Recruiting Management. Forwarded is not one of the standard statuses in Advanced Analytics, as it is not a relevant indicator of the candidate experience.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 7: Implement Advanced Analytics, Lesson: Overview of Advanced Analytics SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Implement Advanced Analytics <= 10%
質問 # 22
What are the key elements configured on the Global Styles pages?
Note: There are 3 correct answers to this question.
- A. Headers
- B. Colors
- C. Social share
- D. Site banner
- E. Footers
正解：A、B、E
質問 # 23
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. The implementation consultant begins the SSL certificate process as soon as the site is moved to production.
- C. Using CSB customers consultants can manage the entire SSL certificate renewal process without assistance from Product Support.
- D. Rather than setting up a certificate specifically for the CSB subdomain use of a wildcard certificate is recommended.
- E. SSL certificates must be installed for both the stage production CSB environments.
正解：A、D、E
質問 # 24
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 job layouts.
- B. Internals and externals may see different page components.
- C. Internals and externals may be able to apply to different jobs.
- D. Internals and externals may see different headers and footers.
正解：B、C
解説：
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
質問 # 25
Which of the following are features on the search component that allow picklist searches (Show More Options)?Note: There are 2 correct answers to this question.
- A. The picklist search gives customers access to 18 fields that they can add as search filters.
- B. The picklist search does NOT support the use of foundation/generic objects.
- C. The picklist search is dynamically populated with values from the career site's active jobs.
- D. The picklist search is automatically populated with all picklist values configured in Picklist Center.
正解：A、C
解説：
The search component allows customers to configure picklist searches that can be used as filters by candidates. The picklist search is dynamically populated with values from the career site's active jobs, which means that only relevant values will be displayed. The picklist search gives customers access to 18 fields that they can add as search filters, such as job category, location, job level, etc. The picklist search does not support the use of foundation/generic objects, which means that customers cannot use custom fields or objects as filters. The picklist search is not automatically populated with all picklist values configured in Picklist Center, which means that customers have to map the picklist values to the corresponding fields in the job requisition template. Reference: Career Site Builder Pages and Components, Career Site Builder Global Settings and Global Styles, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
質問 # 26
Which of these Recruiting features use generic objects?Note: There are 2 correct answers to this question.
- A. Marketing brands
- B. Activity tracking
- C. Recruiting teams
- D. Talent pool status sets
正解：A、D
解説：
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]
質問 # 27
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 Recruiting Posting and scheduled job scraping
- B. Automated standard XML feeds and Recruiting Posting
- C. Automated standard XML feeds and custom XML feeds
- D. Automated standard XML feeds and scheduled job scraping
正解：B、C
解説：
Job delivery is the process of distributing job postings to various channels, such as job boards, social media, or search engines, to attract candidates to the Career Site Builder (CSB) site. SAP SuccessFactors Recruiting offers two options to automate job delivery:
Automated standard XML feeds and custom XML feeds: This option allows customers to generate XML files that contain the job data from SAP SuccessFactors Recruiting Management and send them to the selected job boards via FTP or HTTP. The standard XML feed is a predefined format that is compatible with most job boards, while the custom XML feed is a customized format that can be tailored to the specific requirements of a job board. Customers can configure the frequency, content, and destination of the XML feeds in the Manage Job Board Settings tool in SAP SuccessFactors Recruiting Management.
Automated standard XML feeds and Recruiting Posting: This option allows customers to leverage the Recruiting Posting solution, which is a cloud-based service that connects SAP SuccessFactors Recruiting Management with over 4000 job boards and social media platforms. Customers can use the standard XML feed to send the job data to the Recruiting Posting solution, which then distributes the job postings to the selected channels. Customers can also track the performance and status of the job postings in the Recruiting Posting dashboard.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Overview of Job Delivery SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Job Delivery <= 10%
質問 # 28
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
質問 # 29
Which are some leading practices when using a link on a career site?
Note: There are 3 correct answers to this question.
- A. All external links from the career site should open in the same browser window.
- B. Include multiple links to the customer's corporate site.
- C. If blue text is used on the site ensure that it's always used to represent links.
- D. When a user clicks on the link immediately display what the user expects to see.
- E. Populate the title text for each link.
正解：C、D、E
質問 # 30
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. Provides a variety of options for generating graphics to display report results
- B. Allows customers to track direct indirect recruiting costs for job postings
- C. Allows customers to drill into recruiting data such as dates brands job categories
- D. Provides insight into which sources are delivering high-quality candidates
- E. Allows customers to evaluate trends in source performance over time
正解：A、B、D
質問 # 31
Why is it important to set up CSB Role Based Permission from CSB > Users > Roles?
Note: There are 2 correct answers to this question.
- A. Until CSB Role Based Permission is enabled all users with access to CSB have all permissions in the tool.
- B. Until CSB Role Based Permission is enabled NO users can access CSB.
- C. Site setup settings are located within CSB should only be accessed by trained administrators.
- D. When CSB Role Based Permission is enabled administrators receive a notification that users also need permissions in Admin Center.
正解：A、C
質問 # 32
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 modify the messages displayed after the candidate submits the form.
- B. You can customize the instructions to complete 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 update the text on the data privacy consent statement.
正解：B、D、E
質問 # 33
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. Add a campaign code to all XML job feeds that you create for your customer.
- B. Deliver source-coded backlinks so that your customer can replace all links from their externally-hosted sites to their CSB site.
- C. Submit the Referral Engine Task support ticket after moving your customer's CSB site to production.
- D. Recommend that your customer opt-in for the Organic Network.
正解：A、C
質問 # 34
What are some leading practices when creating a color palette for the Career Site Builder site?Note: There are 3 correct answers to this question.
- A. Create colors using the color picker grid or by typing in the RGB or hex code.
- B. Use the opacity slide to lighten a color in your palette instead of creating a new color.
- C. Archive colors that are only used in the header and footer.
- D. Add colors for all brands that will be needed for a multi-branded site.
- E. Enter a label for each color in your customer's color palette.
正解：A、B、E
解説：
Option B is correct because you can create colors for your Career Site Builder site using the color picker grid or by typing in the RGB or hex code. This gives you more flexibility and precision in choosing the colors that match your customer's branding and design1.
Option C is correct because you can use the opacity slide to lighten a color in your palette instead of creating a new color. This helps you save space in your palette and avoid having too many similar colors1.
Option D is incorrect because you should not archive colors that are only used in the header and footer. Archiving a color will remove it from your palette and from any components that use it. This can cause errors and inconsistencies in your site design1.
Option E is correct because you should enter a label for each color in your customer's color palette. This helps you identify and organize the colors in your palette and makes it easier to apply them to the components in your site1.
Option A is incorrect because you should not add colors for all brands that will be needed for a multi-branded site. You should create separate color palettes for each brand and assign them to the corresponding site settings. This allows you to manage the colors for each brand independently and avoid confusion and duplication1.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: 1H 2023 Release Highlights: Talent Acquisition Innovations and Enhancements | SAP Blogs
3: Career Site Builder Global Settings and Global Styles | SAP Help Portal
質問 # 35
Career Site Builder Pages and Components
In addition to their Career Site Builder (CSB) site, some customers also maintain career information on a site they host externally.
The content of what type of page is most often hosted by a customer externally and linked with their CSB site?
- A. Category page
- B. Landing page
- C. Content page
- D. Map page
正解：C
解説：
A content page is a type of page that can be created and edited in Career Site Builder, and it is used to display static or dynamic content, such as text, images, videos, or forms. A content page can be linked to other pages or external sites, and it can be customized with different styles, components, and layouts. Some customers may choose to host some of their content pages externally, and link them with their CSB site, for various reasons, such as:
They have existing content pages on their corporate website or intranet that they want to reuse or integrate with their CSB site, without duplicating or migrating them.
They have complex or interactive content pages that require advanced coding or functionality that is not supported by CSB, such as animations, games, quizzes, or surveys.
They have content pages that need to comply with specific legal or security requirements that are not met by CSB, such as data privacy, encryption, or authentication.
Some examples of content pages that are often hosted externally and linked with CSB sites are:
About Us: This page provides information about the company's history, vision, mission, values, and culture. It may also include testimonials, awards, or achievements of the company or its employees.
Diversity and Inclusion: This page showcases the company's commitment and efforts to foster a diverse and inclusive workplace, and to support various groups and initiatives, such as women, veterans, LGBTQ+, or sustainability.
Benefits: This page details the benefits and perks that the company offers to its employees, such as health insurance, retirement plan, wellness program, or employee discounts.
Learning and Development: This page highlights the learning and development opportunities and resources that the company provides to its employees, such as training courses, certifications, mentoring, or career coaching.
Events: This page lists the upcoming events that the company is hosting or participating in, such as webinars, career fairs, or networking sessions. It may also allow candidates to register or RSVP for the events. Reference
https://training.sap.com/course/hr832-sap-successfactors-recruiting-candidate-experience-administration-classroom-094-g-en/
https://learning.sap.com/learning-journeys/configure-sap-successfactors-recruiting-recruiter-experience
質問 # 36
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2025年最新の問題SAP Certified Associate合格目指してC_THR84_2411リアル試験をマスターせよ！：https://www.passtest.jp/SAP/C_THR84_2411-shiken.html
練習問題C_THR84_2411には画期的なSAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience練習試験問題：https://drive.google.com/open?id=138GDtT65sReUTWz7oPCNK7CeI1H7ADH3