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SAP Certified C_THR84_2405 Dumps Questions Valid C_THR84_2405 Materials [Q46-Q70]

SAP Certified C_THR84_2405 Dumps Questions Valid C_THR84_2405 Materials

Current C_THR84_2405 Exam Dumps [2025] Complete SAP Exam Smoothly

SAP C_THR84_2405 Exam Syllabus Topics:

Thema	Einzelheiten
Thema 1	Move to Production: This part addresses the process of transitioning a Career Site Builder site from development to a live production environment. Candidates should understand the necessary steps for making the site operational.
Thema 2	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.
Thema 3	Candidate Experience Overview and Project Kickoff: This section describes the core components and steps required during the transition from Sales to implementation. It emphasizes the importance of understanding the candidate experience to ensure a smooth handoff and successful project kickoff.
Thema 4	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.
Thema 5	Career Site Design and Accessibility: This part describes the aspects of career site accessibility, usability, and search engine optimization (SEO). Candidates should demonstrate their ability to design career sites that are user-friendly, accessible, and optimized for search engines.
Thema 6	Career Site Builder Global Settings and Global Styles: This section evaluates the skills of professionals involved in setting up and configuring Career Site Builder. It includes establishing Global Settings, Global Styles, and Site Configuration to ensure the career site is well-organized and functional.
Thema 7	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.
Thema 8	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.
Thema 9	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.
Thema 10	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.
Thema 11	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.

FRAGE 46
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.

Display on search results

Add to data capture forms

Display on the job layout

Display in the site header or footer

Use to create category page rules

FRAGE 47
Ihr Kunde ist daran interessiert, mehr über den Career Site Builder (CSB) zu erfahren: Welche Vorteile bietet der Aufbau einer Karriereseite mit dem CSB?Hinweis: Es gibt 3 richtige Antworten auf diese Frage.

Kunden können die Funktionalität und das Design ihrer Website durch die Verwendung von benutzerdefinierten Plugin-Komponenten differenzieren.

Die Bewerber können sich über ein mobiles Gerät oder ein Tablet auf Stellen bewerben.

Die Kunden können ihre CSB-Karriereseiten selbständig aktualisieren.

Kunden können mehrere Domänennamen für ihre Marken-Website haben.

Die CSB-Site des Kunden wird genau dem Branding seiner Unternehmenswebsite entsprechen.

FRAGE 48
Your customer has defined 10 categories. They require 2 languages and 2 brands on their career site, and want the same Category pages represented for all brands and languages.How many Category pages should be created?

FRAGE 49
What are some leading practices to format job requisitions so that the job description will render correctly in the Career Site Builder site?Note: There are 2 correct answers to this question.

Use simple tags such as <li> or <b> in job descriptions.

Use advanced tags such as <div> or <span> in job descriptions.

Use Notepad or another plain text editor to copy and paste job descriptions.

Use Microsoft Word or Excel to copy and paste job descriptions.

FRAGE 50
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 back-end script is run to update all candidates’ settings for “Hear more about career opportunities”.

The candidate updates the setting for “Hear more about career opportunities” from their candidate profile.

A recruiter updates the setting for “Hear more about career opportunities” from the candidate’s profile.

The candidate selects “Hear more about career opportunities” when creating an account.

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.

FRAGE 51
Move to Production
What are some conditions that will prevent you from moving the Career Site Builder (CSB) site from stage to production?
Hinweis: Es gibt 3 richtige Antworten auf diese Frage.

The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production.

Email layouts have NOT been configured in the CSB stage environment.

The SSL certificate has NOT yet been created.

You exported Site Settings from stage but did NOT update values in the XML file.

SAP SuccessFactors has released code to preview, but NOT yet to production.

FRAGE 52
Was sind einige der führenden Praktiken in Bezug auf Text auf Websites?Hinweis: Es gibt 3 richtige Antworten auf diese Frage.

Verwenden Sie kontrastreichen Text, z. B. schwarzen Text auf weißem Hintergrund.

Verwenden Sie die Hälfte der Wortzahl oder weniger als bei herkömmlichen Texten.

Vermeiden Sie die Verwendung von Aufzählungen oder nummerierten Listen.

Gliedern Sie längere Inhalte und trennen Sie sie durch Überschriften.

Verwenden Sie eine Serifenschrift (z. B. Times New Roman) und keine serifenlose Schrift (z. B. Arial).

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:

FRAGE 53
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?

Replace the footer link with one that does NOT require a title tag.

Click the CODE link for suggestions to correct the issue.

Rename the link using different text for the Title and Text.

The Redundant Title Text issue CANNOT be corrected in the footer of CSB sites.

FRAGE 54
Welche der folgenden Konfigurationen können als JavaScript mit Career Site Builder hinzugefügt werden? Hinweis: Es gibt 3 richtige Antworten auf diese Frage.

Benutzerdefinierte Cascading Style Sheets (CSS) von Drittanbietern

Benutzerdefinierte Umfragetools von Drittanbietern

Benutzerdefinierte Bibliotheken von Drittanbietern

Benutzerdefinierte Analysen von Drittanbietern für Tracking-Zwecke

Benutzerdefinierte Chatbots von Drittanbietern

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.
Referenz:
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.

FRAGE 55
Der Inhalt welcher Art von Seite wird am häufigsten von einem Kunden extern gehostet und mit seiner CSB-Site verlinkt?

Inhalt der Seite

Karte Seite

Landing Page

Kategorie Seite

FRAGE 56
Which of the following is NOT one of the five standard statuses that are displayed in Advanced Analytics?

Apply Complete

Interviewed

Weitergeleitet

Offer Made

FRAGE 57
Was passiert, wenn ein Bewerber auf der Career Site Builder-Site navigiert und auf eine Seite mit Markenzeichen klickt, die noch nicht erstellt wurde?

Es wird eine Fehlermeldung angezeigt.

Die Homepage dieser Marke wird angezeigt.

Es wird eine Meldung angezeigt, in der der Kandidat aufgefordert wird, eine Marke auszuwählen.

Es wird die Seite für die Standardmarke angezeigt.

FRAGE 58
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.
Der Inhalt welcher Art von Seite wird am häufigsten von einem Kunden extern gehostet und mit seiner CSB-Site verlinkt?

Inhalt der Seite

Karte Seite

Kategorie Seite

Landing Page

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

FRAGE 59
Welche der folgenden Methoden verschlüsselt personenbezogene Daten, die im Rahmen des Einstellungsverfahrens verwendet werden?

Identitätsauthentifizierungsdienst (IAS)

Datenaufbewahrungszeit-Management (DRTM)

Sichere Sockelschicht (SSL)

Datenschutz-Zustimmungserklärung (DPCS)

FRAGE 60
Configure Locales
What are some leading practices to create locales in Career Site Builder?Note: There are 2 correct answers to this question.

Use Google Translate to translate text for locales.

If the customer requires only one language and it is NOT en_US, you can change the default locale.

Follow the same layout for the localized pages as the default locale.

Create the Home page for the locale instead of duplicating it from the default locale.

FRAGE 61
Welcher der folgenden Punkte ist eine führende SAP-Praxis in Bezug auf die Blackout-Periode?

Wenn der Aktualisierungscode in die Vorschau übertragen wird, können Sie die Career Site Builder-Website NICHT in die Produktion verschieben, bis die Produktionsversion abgeschlossen ist.

Wenn eine Änderung an einem Stellengesuch vorgenommen wird, müssen Sie mit einer Verzögerung von bis zu 24 Stunden rechnen, bis die Stelle über die Echtzeit-Stellensynchronisation auf die Website des Career Site Builder übertragen wird.

Nachdem eine Seite des Career Site Builders veröffentlicht wurde, müssen Sie möglicherweise einige Minuten warten, bevor Sie weitere Änderungen an dieser Seite veröffentlichen können.

Nachdem die Versionsinformationen im What's New Viewer aktualisiert wurden, dürfen Sie NICHT mehr mit Kunden über den Inhalt der neuen Version sprechen.

FRAGE 62
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.

Use the standard filter fields in SAP SuccessFactors HXM Suite to represent the attributes.

When naming the talent pool, list all of the attributes and their values.

Edit the talent pool and select values for the additional attributes.

Ensure that the location foundation object is enabled and that all required locations have been created.

Create custom generic objects for Goods Sold and Store Size.

FRAGE 63
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.

Display on search results

Add to data capture forms

Display in the site header or footer

Use to create category page rules

Display on the job layout

FRAGE 64
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.

Es ist wichtig zu verhindern, dass das SSL-Zertifikat abläuft, damit die Bewerber NICHT vom Zugang zur CSB-Website ausgeschlossen werden.

Anstatt ein Zertifikat speziell für die CSB-Subdomain einzurichten, kann ein Wildcard-Zertifikat verwendet werden.

Mit CSB können Kunden und Berater den gesamten SSL-Zertifikatserneuerungsprozess ohne Unterstützung durch den Produktsupport verwalten.

SSL-Zertifikate müssen sowohl für die Bühnen- als auch für die Produktions-CSB-Umgebung installiert werden.

Der Implementierungsberater beginnt mit dem SSL-Zertifikatsprozess, sobald die Site in die Produktion überführt wird.

FRAGE 65
What are some options when sending an email campaign?Note: There are 2 correct answers to this question.

Up to 5 million candidates can be added to an email campaign.

An email campaign can be sent multiple times.

A test email can be sent.

Email campaigns can be configured to be sent at a later time.

FRAGE 66
Career Site Design and Accessibility
Welches sind einige bewährte Praktiken bei der Verwendung eines Links auf einer Karriereseite?Hinweis: Es gibt 3 richtige Antworten auf diese Frage.

Füllen Sie den Titeltext für jeden Link aus.

Fügen Sie mehrere Links zur Unternehmenswebsite des Kunden ein.

Wenn blauer Text auf der Website verwendet wird, sollte dieser immer für Links verwendet werden.

Alle externen Links von der Karriereseite sollten im selben Browserfenster geöffnet werden.

Wenn ein Benutzer auf den Link klickt, wird sofort angezeigt, was der Benutzer zu sehen erwartet.

FRAGE 67
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.

careers.<company>.com

<company>.careers.com

jobs.<company>.com

<company>.com/jobs

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.
Die beiden anderen Optionen sind falsch, weil:
<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.
Referenz:
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]

FRAGE 68
Was sind einige führende Praktiken zur Verteilung von Jobs für SAP SuccessFactors Recruiting-Kunden?Hinweis: Es gibt 2 richtige Antworten auf diese Frage.

Automatisierte XML-Feeds

Automatisierte OData-Feeds

Stellenausschreibung

Auftragskratzer

FRAGE 69
Welche der folgenden Funktionen der Suchkomponente ermöglichen die Suche in Auswahllisten (Weitere Optionen anzeigen)? Hinweis: Es gibt 2 richtige Antworten auf diese Frage.

Die Auswahllistensuche wird automatisch mit allen im Auswahllistencenter konfigurierten Auswahllistenwerten befüllt.

Die Auswahllistensuche unterstützt NICHT die Verwendung von grundlegenden/generischen Objekten.

Mit der Auswahlliste haben die Kunden Zugriff auf 18 Felder, die sie als Suchfilter hinzufügen können.

Die Auswahlliste wird dynamisch mit Werten aus den aktiven Stellenangeboten der Karriereseite gefüllt.

FRAGE 70
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.

When sending an email from the Candidate Workbench

When sending an email associated with an applicant status

When sending an email from the Candidate Search page

When sending an email associated with a Recruiting email trigger

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