Most Recent SAP C_THR84_2311 Exam Questions & Answers

Option C is correct because the Logo component is required when configuring a custom header in Career Site Builder. The Logo component displays the customer's logo and links to the home page of the career site.It is the only component that cannot be removed or replaced in a custom header1.

Option A is incorrect because if a custom header is configured, then only the headers that use the same brand and locale as the custom header will be affected.The other headers on the career site will use the default header style or the header style that is configured for their brand and locale1.

Option B is incorrect because the custom layout for desktop and mobile devices can be different. Career Site Builder allows you to configure the custom header components separately for the Desktop Layout and the Mobile Layout tabs.You can add, remove, or rearrange the components for each layout to optimize the user experience on different devices1.

Option D is incorrect because each component in a custom header can be configured on the same row or on a different row, depending on the desired layout.Career Site Builder allows you to drag and drop the components to the header rows and columns and adjust the width and alignment of each component1.

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 a Custom Header | SAP Help Portal

When setting up Real Time Job Sync, the values to populate the Service Provider Settings in Provisioning can be found in two places:

The URLs, Username, and Password are from CSB > Tools > Manage API Credentials1.The Manage API Credentials page allows you to enter or modify authentication information that connects SAP SuccessFactors Recruiting with Career Site Builder for Real Time Job Sync1.

The API Key is from CSB > Settings > Site Configuration > Site Integrations2.The Site Integrations page provides information about the integration between your career site instance and SAP SuccessFactors2

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:

The number of Category pages that should be created for a career site with 10 categories, 2 languages, and 2 brands is 40. This is because each Category page needs to be created for each combination of language and brand, to ensure that the content and layout are consistent and appropriate for each audience. For example, if the categories are Accounting, Engineering, Marketing, Sales, IT, HR, Finance, Operations, Customer Service, and Legal, and the languages are English and French, and the brands are Brand A and Brand B, then the following Category pages need to be created:

Accounting - English - Brand A

Accounting - English - Brand B

Accounting - French - Brand A

Accounting - French - Brand B

Engineering - English - Brand A

Engineering - English - Brand B

Engineering - French - Brand A

Engineering - French - Brand B

Marketing - English - Brand A

Marketing - English - Brand B

Marketing - French - Brand A

Marketing - French - Brand B

Sales - English - Brand A

Sales - English - Brand B

Sales - French - Brand A

Sales - French - Brand B

IT - English - Brand A

IT - English - Brand B

IT - French - Brand A

IT - French - Brand B

HR - English - Brand A

HR - English - Brand B

HR - French - Brand A

HR - French - Brand B

Finance - English - Brand A

Finance - English - Brand B

Finance - French - Brand A

Finance - French - Brand B

Operations - English - Brand A

Operations - English - Brand B

Operations - French - Brand A

Operations - French - Brand B

Customer Service - English - Brand A

Customer Service - English - Brand B

Customer Service - French - Brand A

Customer Service - French - Brand B

Legal - English - Brand A

Legal - English - Brand B

Legal - French - Brand A

Legal - French - Brand B

Therefore, the total number of Category pages is 10 x 2 x 2 = 40.Reference:

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023

SAP SuccessFactors Recruiting: Candidate Experience Academy

HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

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.

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%