C_THR84_2311 SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023 Free Practice Exam Questions (2025 Updated)

Option B is correct because Advanced Analytics provides insight into which sources are delivering high-quality candidates. Advanced Analytics measures the source quality by calculating the conversion rates of candidates from different sources at each stage of the recruiting funnel, such as visits, applications, interviews, and hires.This helps customers to evaluate the effectiveness and return on investment of their sources and optimize their sourcing strategy1.

Option C is correct because Advanced Analytics allows customers to drill into recruiting data such as dates, brands, and job categories. Advanced Analytics enables customers to filter and segment the data by various dimensions, such as date range, brand, locale, job category, job function, job level, and source.This allows customers to analyze the data in more detail and compare the performance of different segments1.

Option D is correct because Advanced Analytics allows customers to evaluate trends in source performance over time. Advanced Analytics displays the data in graphical and tabular formats, such as line charts, bar charts, pie charts, and tables.These formats allow customers to visualize the changes and patterns in the data over time and identify the sources that are increasing or decreasing in quality and quantity1.

Option A is incorrect because Advanced Analytics does not provide a variety of options for generating graphics to display report results. Advanced Analytics uses predefined graphics that are based on the best practices and standards for data visualization.Customers cannot customize or change the graphics in Advanced Analytics2.

Option E is incorrect because Advanced Analytics does not allow customers to track direct and indirect recruiting costs for job postings. Advanced Analytics does not capture or calculate the costs associated with the sources or the job postings.Advanced Analytics focuses on the candidate behavior and outcomes, not on the financial aspects of recruiting2.

References:

1: Advanced Analytics | SAP Help Portal

2: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training

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

In Command Center, the following filters are available when you search for a site:

Career Site URL: This filter allows you to search for a site by its URL, which is the web address that candidates use to access the site1.

Recruiting Management Data Center: This filter allows you to search for a site by its data center, which is the physical location where the site’s data is stored and processed2.

Recruiting Management Company ID: This filter allows you to search for a site by its company ID, which is the unique identifier that SAP assigns to each customer instance3.

The other options are not valid filters for searching for a site in Command Center:

Single Sign-On Security Key: This is not a filter, but a setting that enables single sign-on (SSO) for a site, which is a feature that allows candidates to log in to the site using their existing credentials from another system4.

Manage API Credentials: This is not a filter, but a setting that allows you to manage the API credentials for a site, which are the keys that enable the site to communicate with external systems using application programming interfaces (APIs).

References:1:SAP Help Portal - Career Site URL2:SAP Help Portal - Recruiting Management Data Center3:SAP Help Portal - Recruiting Management Company ID4:SAP Help Portal - Single Sign-On Security Key: [SAP Help Portal - Manage API Credentials]

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 Expiration2:SAP Help Portal - Wildcard SSL Certificate3:SAP Help Portal - SSL Certificate Installation: [SAP Help Portal - SSL Certificate Renewal] : [SAP Help Portal - SSL Certificate Process]

The correct URL for the scenario is:

https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube &utm_campaign=sales2023

This URL contains the correct tracking links for the following reasons:

The utm_source parameter specifies the source of the traffic, which is youtube in this case1.

The utm_campaign parameter specifies the name of the campaign, which is sales2023 in this case1.

The utm_source and utm_campaign parameters are separated by an ampersand (&) and preceded by a question mark (?) after the main URL1.

The other options are incorrect for the following reasons:

Option A: The utm_source and utm_campaign parameters are reversed, which will result in inaccurate tracking of the traffic source and campaign name1.

Option C: The utm_source and utm_campaign parameters are preceded by an ampersand (&) instead of a question mark (?), which will cause an error in the URL syntax1.

Option D: The utm_source and utm_campaign parameters are separated by a question mark (?) instead of an ampersand (&), which will cause an error in the URL syntax1.

References:1:SAP Help Portal - Job Delivery

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. References

Some of the search engine optimization (SEO) leading practices achieved by creating a career site with Career Site Builder (CSB) are:

A new site map is created and delivered to Google and Bing weekly.This will help the search engines index the career site and its pages and jobs more efficiently and accurately1.

CSB supports creating Category pages to host jobs, which helps build SEO value more than specific job postings.This will help the career site rank higher for relevant keywords and attract more candidates2.

CSB uses metadata to help ensure that jobs and pages are search engine-friendly.This will help the career site provide relevant and descriptive information to the search engines and the candidates3.

The other options are not valid SEO leading practices achieved by CSB:

The jobs posted to CSB sites are accessible to website crawlers. This is not a leading practice, but a basic requirement for any career site to be visible to search engines.CSB does not provide any special feature or advantage for this4.

CSB automatically populates hidden text on every page with the keywords provided in the metadata. This is not a leading practice, but a black hat SEO technique that can harm the career site’s ranking and reputation.CSB does not support or recommend this5.

References:1:SAP Help Portal - SEO Best Practices2:SAP Help Portal - Guidelines3:SAP Help Portal - Metadata4:SAP Help Portal - Accessibility5:SAP Help Portal - Hidden Text

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)

 According to the SAP Help Portal1, you should consider the following regarding mapping candidate statuses for Advanced Analytics:

Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does need to be mapped. This is because all statuses must be mapped to one of the five standard statuses in Advanced Analytics: Apply Completed, Qualified, Interviewed, Offer Made, or Hired. If you have multiple not hired statuses, you can map them to ATS Capture, which is a hidden status that does not appear in the reports1.

After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session. This is because the status mappings are not pushed to the Advanced Analytics database until you log out of Command Center or close the browser. If you need to make any changes after logging out, you must contact SAP Customer Support to request a data purge and re-sync1.

With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail. This is because the OData integration requires that all statuses are mapped to ensure data consistency and accuracy. The exceptions are when you have a new status that has not been used by any candidates yet, or when you have a status that is not used by any active job requisitions. In these cases, the sync will not fail, but you will receive a warning message and you should map the status as soon as possible1.

Status mappings can be completed even when there is no candidate data associated with each status on the Talent Pipeline. This is because the status mappings are based on the status names and not on the candidate data. You can map any status that exists in your Recruiting Management system, regardless of whether it has been used by any candidates or not1.

References: Career Site Builder Status Mappings in Advanced Analytics

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

After the Career Site Builder site has been moved to production, the consultant submits a request through the SAP SuccessFactors HXM Cloud Operations Portal to deliver thesitemap links to Google and Bing. The sitemap links are XML files that contain the URLs of all the pages on the site, which help the search engines to crawl and index the site. The consultant needs to provide the following information in the request: the site ID, the site URL, the site language, and the site owner’s email address. The SAP SuccessFactors HXM Cloud Operations team will then generate the sitemap links and submit them to Google and Bing on behalf of the consultant.

References:

SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Sitemap Links

SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Move to Production <= 10%

Some leading practices when creating Category pages are:

Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).This will help the career site rank higher in search engines and attract more candidates1.

Category pages use the same design layout to provide a consistent user experience.This will make the career site look professional and easy to navigate2.

Category pages host minimal content to allow candidates to find jobs quickly and easily.This will reduce the cognitive load and increase the conversion rate of the candidates3.

The other options are not leading practices when creating Category pages:

Category pages contain different headers and footers than the Home page. This will create confusion and inconsistency for the candidates and may affect the branding of the career site.

Category pages do NOT contain jobs that appear on other Category pages. This will limit the exposure and visibility of the jobs and may prevent candidates from finding the best fit for their skills and interests.

References:1:SAP Help Portal - SEO Best Practices2:SAP Help Portal - Guidelines3:SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting: [SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration] : [SAP Certification - C_THR84_2305 - SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023]

 When using custom fonts in Career Site Builder, you must ensure that the customer has the legal right to use the font on their career site. This means that the customer must own the font license or have permission from the font owner. Uploading a custom font without a license may result in legal issues or penalties for the customer. Therefore, it is important to verify the font license before uploading it in Career Site Builder. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Fonts, Slide 6.

The sitewide metadata in Career Site Builder (CSB) is crucial for enhancing the visibility and accessibility of the site on search engines and for users. If “Jobs at Best Run” is set as the Page Title, it will display on the browser tab when a user opens the home page for the site (Option A). Additionally, when “Jobs at Best Run” appears in search engine results, it will serve as a clickable link directing users to the CSB site (Option B). Option C is incorrect because using keywords in page content is equally important as populating the Meta Keywords field for SEO. Option D is incorrect because metadata leading practices involve specific titles for different pages to enhance SEO. References: [SAP SuccessFactors Recruiting: Candidate Experience Administration], Unit 6: Site Setup, Lesson: Site Metadata, Slide 4-5.

The Command Center is a central location where you can access various features and settings related to your Career Site Builder site. The quick links are shortcuts to the most commonly used functions, such as editing your site, managing your API credentials, or viewing your career site. The quick links available in Command Center are:

Career Site: This link opens your career site in a new tab, where you can see how it looks to candidates and test its functionality.

API Credentials: This link takes you to the API Credentials page, where you can generate, view, and revoke your API keys for integrating with external systems or services, such as job boards, CRM platforms, or analytics tools.

Career Site Builder: This link takes you to the Career Site Builder page, where you can edit your site settings, pages, components, styles, and content. You can also preview, publish, or revert your changes from here.

Recruiting Advanced Analytics and Delete Jobs are not quick links in Command Center, but they are available in other sections of the Admin Center. Recruiting Advanced Analytics is a reporting tool that allows you to measure and optimize your recruiting performance and candidate experience. Delete Jobs is a function that allows you to permanently remove jobs from your system, either individually or in bulk. References: 1, 2, 3

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 moreflexibility 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.

References:

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

Footer links are important for SEO because they help search engines crawl and index your site, as well as provide easy navigation for users. The Careers Home and View All Jobs links are recommended on every Career Site Builder site because they allow users to access the main landing page and the job search page from any page on the site. These links also help search engines understand the structure and content of your site, and increase the visibility and ranking of your site in search results. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Global Settings, Slide 10.

System text is the text that is displayed by default on the Career Site Builder site, such as the text on the search bar, the buttons, the labels, and the messages. You can translate or change the system text on a Career Site Builder site by using the following methods:

System text translations can be changed from Career Site Builder > Tools > Translations. This allows you to edit the system text for each language that is enabled on your site. You can also import or export the system text translations as CSV files1.

System text translations are made from Career Site Builder > Global Settings. This allows you to change the system text for the default language of your site. You can also override the system text for specific pages or components2.

System text is translated when the locale is enabled. This means that when you enable a new locale for your site, the system text will automatically be translated to the corresponding language, if available. You can also customize the system text translations for each locale3.

References:

SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 3: Configure Locales, Lesson: Translating System Text, Slide 4

SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 3: Configure Locales, Lesson: Translating System Text, Slide 5

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Configure Locales <= 10%

 Recruiter Sync is a process that synchronizes the user data from SAP SuccessFactors Recruiting Management to Career Site Builder. If users do not appear in Career Site Builder after running Recruiter Sync, you can troubleshoot this issue by checking the following:

Check the Export Automated Process Logs from Command Center. This will show you the status and details of the Recruiter Sync process, such as the start time, end time, number of records processed, and any errors or warnings. You can also download the log file for further analysis.

Check that each user has a unique email address. This is a requirement for Recruiter Sync to work properly. If there are duplicate email addresses in the user data, the process will fail and the users will not be synced to Career Site Builder. You can use the User Data File report from Command Center to identify and resolve any duplicate email addresses. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 1: Candidate Experience Overview and Project Kickoff, Lesson: Recruiter Sync, Slide 5-6.