REAL C_THR84_2411 TESTING ENVIRONMENT - C_THR84_2411 VALID TEST PATTERN

Real C_THR84_2411 Testing Environment - C_THR84_2411 Valid Test Pattern

Real C_THR84_2411 Testing Environment - C_THR84_2411 Valid Test Pattern

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q59-Q64):

NEW QUESTION # 59
You have created a data capture form for your customer and now are configuring the Recruiting Email Notification template and Recruiting email trigger for candidates who complete the form.Which trigger will you enable for this purpose?

  • A. Career Site E-Mail Notification
  • B. Recruiting Manual Candidate Creation Notification
  • C. Welcome/Thanks for Creating Account
  • D. Data Capture Form Submitted - Welcome and Set Password Email

Answer: D

Explanation:
The trigger that you will enable for this purpose is Data Capture Form Submitted - Welcome and Set Password Email. This trigger is used to send an email to candidates who complete a data capture form on the career site, inviting them to create a password and access their candidate profile. This email can be customized using the Recruiting Email Notification template and the Recruiting email trigger settings. This email helps to engage candidates and encourage them to apply for jobs or join talent pools. Reference: Candidate Relationship Management, Other Career Site Setup, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration


NEW QUESTION # 60
Which of the following are included in a standard Recruiting statement of work?Note: There are 3 correct answers to this question.

  • A. Configure one job layout.
  • B. Configure one standard XML feed.
  • C. Enable Mobile Apply.
  • D. Enable LinkedIn integration.
  • E. Configure 20 Category or Content pages.

Answer: A,B,C

Explanation:
A standard Recruiting statement of work (SOW) is a document that defines the scope, deliverables, and timeline of a Recruiting implementation project. It also specifies the roles and responsibilities of the project team, the assumptions and dependencies, and the acceptance criteria. According to the Recruiting Implementation Handbook, a standard Recruiting SOW includes the following tasks:
Enable Mobile Apply: This task involves enabling the Mobile Apply feature, which allows candidates to apply for jobs using their mobile devices. The Mobile Apply feature supports various application methods, such as uploading a resume, using a LinkedIn profile, or filling out an application form.
Configure one job layout: This task involves configuring the appearance and content of the job posting page, which displays the details of a job requisition. The job layout can be customized using Career Site Builder, which provides various components and widgets to enhance the job posting page.
Configure one standard XML feed: This task involves configuring the XML feed, which is a file that contains the data of the job requisitions. The XML feed can be used to post jobs to external job boards, such as Indeed or Monster, or to internal career sites.
The following tasks are not included in a standard Recruiting SOW:
Enable LinkedIn integration: This task involves enabling the LinkedIn integration, which allows candidates to use their LinkedIn profile to apply for jobs, and recruiters to source candidates from LinkedIn. The LinkedIn integration requires additional configuration and licensing, and is considered as an optional or custom task.
Configure 20 Category or Content pages: This task involves configuring the Category or Content pages, which are the pages that display the information or content related to the career site, such as the company culture, benefits, or events. The Category or Content pages can be created and managed using Career Site Builder, which provides various components and widgets to enhance the pages. However, the standard Recruiting SOW only includes the configuration of up to 10 Category or Content pages, not 20.
Reference:
Recruiting Implementation Handbook: This document provides an overview of the Recruiting implementation process, including the project phases, tasks, deliverables, and best practices. It also provides the sample SOWs for standard and custom Recruiting projects.


NEW QUESTION # 61
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?

  • A. The Redundant Title Text issue CANNOT be corrected in the footer of CSB sites.
  • B. Click the CODE link for suggestions to correct the issue.
  • C. Rename the link using different text for the Title and Text.
  • D. Replace the footer link with one that does NOT require a title tag.

Answer: C

Explanation:
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. Reference: SAP SuccessFactors Recruiting: Candidate Experience documents available at SAP Training)


NEW QUESTION # 62
Career Site Design and Accessibility
What are some leading practices to ensure that a website is accessible? Note: There are 3 correct answers to this question.

  • A. Ask people in your IT department to test the site.
  • B. Ask people with disabilities to test the site.
  • C. Carefully review the site's code to look for issues with tagging and other elements.
  • D. Review the site using assistive technology such as a screen reader like JAWS or NVDA.
  • E. Use an online accessibility checker, such as WAVE, to test the site.

Answer: B,D,E

Explanation:
Option A is correct because asking people with disabilities to test the site is a leading practice to ensure that the website is accessible. People with disabilities can provide valuable feedback and insights on how the site works for them, what barriers or challenges they face, and what improvements can be made to enhance their user experience1.
Option B is incorrect because asking people in your IT department to test the site is not a sufficient practice to ensure that the website is accessible. People in your IT department may not have the expertise or the perspective of people with disabilities, and they may not be able to identify or address all the accessibility issues that may arise on the site1.
Option C is correct because using an online accessibility checker, such as WAVE, to test the site is a leading practice to ensure that the website is accessible. An online accessibility checker is a tool that can automatically scan and evaluate the site for common accessibility errors, such as missing alt text, low contrast, broken links, and invalid code. It can also provide suggestions and recommendations on how to fix the errors and improve the site's accessibility2.
Option D is correct because reviewing the site using assistive technology such as a screen reader like JAWS or NVDA is a leading practice to ensure that the website is accessible. A screen reader is a software that converts text and images on the screen into speech or braille output for people who are blind or have low vision. Reviewing the site using a screen reader can help you understand how the site is perceived and navigated by people who rely on this technology, and what issues or difficulties they may encounter on the site.
Option E is incorrect because carefully reviewing the site's code to look for issues with tagging and other elements is not a reliable practice to ensure that the website is accessible. While reviewing the site's code can help you check for some technical aspects of accessibility, such as semantic markup, headings, labels, and roles, it cannot guarantee that the site is accessible for all users and devices. Accessibility is not only about code, but also about design, content, functionality, and usability1.
Reference:
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: Web Accessibility Evaluation Tools List | W3C
4: WAVE Web Accessibility Evaluation Tool
[5]: Screen Readers | WebAIM


NEW QUESTION # 63
For sites with multiple brands, what are some of the elements you can configure to differentiate them on a Career Site Builder site?Note: There are 2 correct answers to this question.

  • A. Content and category pages
  • B. Data capture forms and locales
  • C. Site kits and JavaScript
  • D. Colors and images

Answer: A,D

Explanation:
For sites with multiple brands, you can configure different content and category pages, and colors and images, to differentiate them on a Career Site Builder site. Content and category pages are pages that display custom content or job requisitions based on predefined criteria. You can create different content and category pages for each brand, and assign them to different domains or subdomains, to showcase the unique value proposition and opportunities of each brand. Colors and images are visual elements that affect the look and feel of your career site. You can customize the colors and images for each brand, and apply them to different themes or styles, to create a consistent and distinctive brand identity.
Data capture forms and locales are not elements that you can configure to differentiate brands on a Career Site Builder site. Data capture forms are forms that collect candidate information, such as name, email, resume, or consent. You can create different data capture forms for different purposes, such as applying for a job, joining a talent community, or registering for an event, but not for different brands. Locales are settings that determine the language, currency, date format, and other regional preferences of your career site. You can configure different locales for different countries or regions, but not for different brands. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration


NEW QUESTION # 64
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