Most Recent SAP C_THR84_2311 Exam Dumps

Moving the Career Site Builder (CSB) site from stage to production is the final step of the implementation process. It allows you to publish your site to the live environment and make it accessible to the candidates. However, there are some conditions that will prevent you from moving the CSB site from stage to production. Some of these conditions are:

The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production. Real Time Job Sync is a feature that synchronizes the job data between the Recruiting Management and the CSB modules.You need to configure it in both the stage and the production environments to ensure that the job data is consistent and up-to-date on your site1.

The SSL certificate has NOT yet been created. SSL is a protocol that encrypts the personal data used in the recruiting process.You need to create and install an SSL certificate for your site to ensure that the data transmission between the candidate's browser and the site is secure and protected2.

SAP SuccessFactors has released code to preview, but NOT yet to production. SAP SuccessFactors releases code updates to the preview and the production environments at different times. You need to wait until the code is released to the production environment before you can move the CSB site from stage to production.This ensures that the site functionality and performance are not affected by the code changes3.

SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 6: Move to Production, Lesson: Moving to Production, Slide 7

SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 6: Move to Production, Lesson: Moving to Production, Slide 8

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Move to Production <= 10%

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

Some leading practices regarding the timing of the Advanced Analytics implementation are:

Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live.This means that you do not lose any historical data if you delay the Advanced Analytics configuration1.

Implement Advanced Analytics immediately following the Career Site Builder site go-live.This helps you to monitor the performance and effectiveness of your career site and optimize it based on the insights from the reports2.

The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun. This is because the Advanced Analytics reports are based on the applicant status set, which is already defined in the Recruiting Management module.You do not need to create any custom fields or mappings for the Advanced Analytics reports3.

SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 6

SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 7

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Implement Advanced Analytics <= 10%

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.

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.

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%

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 control the 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.Reference:

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