SAP C_THR84_2405 Exam Practice Test Instant Access

Recruitment marketing is a term that refers to the process of attracting and engaging potential candidates for an organization, using various marketing techniques and channels. Recruitment marketing has two main aspects:

The practice of promoting the value of an employer's brand in order to recruit talent: This involves creating and communicating a compelling and consistent message about the organization's culture, vision, values, and benefits, and showcasing it to the target talent pool. The goal is to build awareness, trust, and loyalty among the candidates, and to differentiate the organization from its competitors. Employer branding can be done through various media, such as websites, social media, blogs, videos, podcasts, events, or referrals.

The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job: This involves identifying and reaching out to the right candidates, using data-driven insights and personalized content. The goal is to generate interest, curiosity, and excitement among the candidates, and to guide them through the candidate journey, from awareness to consideration to application. Recruitment marketing strategies can include search engine optimization (SEO), pay-per-click (PPC) advertising, email marketing, social media marketing, content marketing, or talent networks.

The collection of candidate information and organization of prospects based on experience and skills: This is not a correct answer, because this is more related to candidate relationship management (CRM) than recruitment marketing. CRM is a tool or system that helps recruiters to manage and track their interactions with candidates, and to build and maintain long-term relationships with them. CRM can help recruiters to collect and store candidate information, such as resumes, profiles, preferences, or feedback, and to segment and organize prospects based on various criteria, such as experience, skills, location, or source. CRM can also help recruiters to communicate and engage with candidates, such as sending automated messages, reminders, or newsletters, or inviting them to events or webinars.

The focus is on the immediate need to fill a specific job opening: This is not a correct answer, because this is more related to recruitment than recruitment marketing. Recruitment is the process of finding, screening, interviewing, and hiring candidates for a specific job opening, using various methods and tools. Recruitment focuses on the short-term need to fill a vacancy, and evaluates candidates based on their qualifications, competencies, and fit for the role. Recruitment can be done through various channels, such as job boards, career sites, referrals, or agencies.Reference:

Question 4

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?

AOnce selected, it is NOT possible to change cookie preferences on a CSB site.

BThe cookie banner automatically appears each time a candidate visits the CSB site so they can select Modify Cookie Preferences.

CThe consultant must configure a component on the home page of the CSB site that allows candidates to Accept All Cookies.

DThe consultant must configure a link in the header or footer to allow candidates to access the Cookie Consent Manager to change their cookie preferences.

Answer : D

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.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

Question 5

You have enabled Candidate Relationship Management and 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.

AWhen sending an email from the Candidate Workbench

BWhen sending an email associated with an applicant status

CWhen sending an email from the Candidate Search page

DWhen sending an email associated with a Recruiting email trigger

Answer : A, C

You can create a branded email layout for your customer to customize the look and feel of your email communications with candidates. You can use the email layout to add your logo, colors, fonts, and other elements that match your brand identity. You can also use the email layout to add dynamic content, such as candidate name, job title, or recruiter name, to personalize your messages. When you have enabled Candidate Relationship Management and created a branded email layout, you can use it in the following scenarios:

When sending an email from the Candidate Workbench: The Candidate Workbench is a tool that allows you to manage your candidates and their activities.You can use the Candidate Workbench to send emails to individual or multiple candidates, and select the email layout that you want to use1.

When sending an email from the Candidate Search page: The Candidate Search page is a tool that allows you to search for candidates based on various criteria, such as keywords, location, skills, or status.You can use the Candidate Search page to send emails to the candidates that match your search results, and select the email layout that you want to use2.

SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Sending Emails to Candidates, Slide 8

SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 5: Candidate Relationship Management, Lesson: Sending Emails to Candidates, Slide 9

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Candidate Relationship Management 11% - 20%

Question 6

Site Setup

You have set up Real Time Job Sync. The sync is working, but NOT all of the jobs posted externally are displaying in the Career Site Builder site. What could be the cause of this failure? Note: There are 2 correct answers to this question.

AThe recruiter did NOT include the job with Sync Recruiting Jobs.

BThe recruiter does NOT have permissions for Career Site Builder.

CThe recruiter did NOT include a country.

DThe recruiter did NOT include a job description.

Answer : A, C

Option A is correct because the recruiter must include the job with Sync Recruiting Jobs to enable Real Time Job Sync for that job. Sync Recruiting Jobs is a field in the job requisition that indicates whether the job should be synced to the Career Site Builder site or not.If the recruiter does not check this field, the job will not be synced and will not display on the site1.

Option B is incorrect because the recruiter does not need to have permissions for Career Site Builder to sync the jobs to the site. Career Site Builder is a tool for administrators to design and configure the career site, not for recruiters to post jobs.The recruiter only needs to have permissions for Recruiting Management to create and manage job requisitions2.

Option C is correct because the recruiter must include a country for the job to be synced to the Career Site Builder site. The country is a mandatory field in the job requisition that determines the locale and language of the job posting.If the recruiter does not enter a country, the job will not be synced and will not display on the site1.

Option D is incorrect because the recruiter does not need to include a job description for the job to be synced to the Career Site Builder site. The job description is an optional field in the job requisition that provides more details about the job role and responsibilities.If the recruiter does not enter a job description, the job will still be synced and displayed on the site, but it will have less information for the candidates1.

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 Real Time Job Sync | SAP Help Portal

4: SAP SuccessFactors Recruiting | SAP Help Portal

Question 7

What are some of the responsibilities of a functional consultant on a Career Site Builder (CSB) implementation?Note: There are 2 correct answers to this question.

AWork with the customer to develop a job distribution strategy.

BEnsure that the job data supports the customer's recruiting strategy.

CUpsell additional solutions to the customer.

DBuild the customer's CSB site using custom plugins.

Answer : A, B

Based on the web search results, some of the responsibilities of a functional consultant on a CSB implementation are:

Work with the customer to develop a job distribution strategy.This involves understanding the customer's business goals, target audience, and recruitment channels, and helping them to optimize their job postings and campaigns across various platforms, such as job boards, social media, and search engines12.

Ensure that the job data supports the customer's recruiting strategy. This involves analyzing the job requisitions, job descriptions, and job classifications, and ensuring that they are consistent, accurate, and compliant with the customer's requirements and standards.It also involves configuring the CSB site to display the job data in a user-friendly and accessible way, using features such as search filters, job alerts, and job recommendations3.

Upsell additional solutions to the customer is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a sales or account manager, who would identify the customer's needs and offer them additional products or services that could enhance their experience or solve their problems.

Build the customer's CSB site using custom plugins is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a technical consultant or a developer, who would create and implement custom code or plugins to extend the functionality or appearance of the CSB site, according to the customer's specifications or requests.

SAP C_THR84_2405 SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Exam Practice Test