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SAP C-THR84-2505 Exam Syllabus Topics:

Topic	Details
Topic 1	Career Site Builder Global Settings and Global Styles: This section of the exam assesses the configuration skills of SAP Consultants related to the global settings and design styles that govern the overall look and feel of the career site, such as fonts, color schemes, and layout defaults.
Topic 2	Implement Advanced Analytics: This section of the exam assesses the skills of SAP Consultants in setting up and utilizing advanced analytics tools that track candidate behavior, site traffic, and performance metrics for actionable insights.
Topic 3	Career Site Builder Pages and Components: This section of the exam evaluates the knowledge of Implementation Specialists in creating and managing pages and content blocks using Career Site Builder components, supporting modular design and dynamic content presentation.
Topic 4	Site Setup: This section of the exam evaluates the knowledge of SAP Consultants in setting up foundational elements of the external career site, such as domain configuration, site URLs, and basic technical alignment with SAP SuccessFactors Recruiting.
Topic 5	Configure Locales: This section of the exam assesses the ability of Implementation Specialists to configure multiple locales on the career site, allowing organizations to deliver multilingual experiences tailored to global audiences.
Topic 6	Candidate Relationship Management: This section of the exam evaluates the knowledge of Implementation Specialists in configuring and managing Candidate Relationship Management features, including campaigns, talent pools, and engagement workflows to support proactive recruiting strategies.
Topic 7	Other Career Site Setup: This section of the exam measures skills of SAP Consultants in configuring additional site features like data capture forms, metadata tags, and search engine optimization settings to enhance site performance and engagement.
Topic 8	Career Site Design and Accessibility: This section of the exam measures the ability of Implementation Specialists to design career sites with a focus on user experience and accessibility standards, ensuring compliance and aesthetic consistency across devices.
Topic 9	Candidate Experience Overview and Project Kickoff: This section of the exam measures skills of Implementation Specialists and covers the initial stages of a Candidate Experience project, including scope definition, stakeholder alignment, and planning activities for launching a SuccessFactors Career Site Builder (CSB) implementation.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q76-Q81):

NEW QUESTION # 76
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.

A. careers.
<company>
.com
B. <company>
.com/jobs
C. jobs.
<company>
.com
D. <company>
.careers.com

Answer: A,C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
In SAP SuccessFactors Recruiting: Candidate Experience, the Career Site Builder (CSB) is designed to create branded, SEO-friendly career sites. The recommended naming convention for subdomains aligns with usability, branding, and search engine optimization (SEO) best practices. Options B (jobs.
<company>
com) and C (careers.
<company>
com) are widely recognized as standard conventions because:
* Subdomain Structure: Using "jobs" or "careers" as a prefix to the company's primary domain (e.g., jobs.company.com or careers.company.com) clearly indicates the purpose of the site, enhancing user experience and SEO visibility.
* SEO Benefits: Search engines like Google prioritize descriptive and relevant subdomains, making it easier for candidates to find the career site when searching for job opportunities at the company.
* Scalability: These formats allow flexibility for multi-brand or multilingual setups (e.g., careers.us.
company.com).
* Option A (<company>.com/jobs): This is a subdirectory, not a subdomain. While functional, it's less recommended because it ties the career site to the main corporate domain structure, potentially complicating branding separation or site hosting configurations.
: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (latest version as of Q1 2025).

NEW QUESTION # 77
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. Data Capture Form Submitted - Welcome and Set Password Email
B. Recruiting Manual Candidate Creation Notification
C. Career Site E-Mail Notification
D. Welcome/Thanks for Creating Account

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Data capture forms in CSB collect candidate information (e.g., name, email) without requiring a full job application. After submission, an email trigger notifies the candidate. Here's why D is correct:
* Option D (Data Capture Form Submitted - Welcome and Set Password Email): This trigger is specifically designed for data capture form submissions. It sends a welcome email with a link to set a password, enabling candidates to create an account and access the career site. It aligns with the scenario of capturing initial candidate interest and encouraging further engagement.
* Option A (Career Site E-Mail Notification): Too generic; it doesn't specify the data capture context and isn't a defined trigger for this purpose.
* Option B (Recruiting Manual Candidate Creation Notification): This applies to recruiters manually adding candidates in the system, not form submissions by candidates.
: SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Email Configuration Guide.

NEW QUESTION # 78
What are the recommended actions to be completed before the Career Site Builder (CSB) kickoff call? Note: There are 2 correct answers to this question.

A. Assist the customer to complete the Readiness Checklist.
B. Develop the CSB project plan.
C. Review the statement of work (SOW).
D. Finish the CSB Configuration Workbook.

Answer: B,C

NEW QUESTION # 79
What are some SAP recommended guiding principles to achieve clean core operations. Note: There are 3 correct answers to this question.

A. Define roles and responsibilities as part of a process transformation office.
B. Integrate clean core practices in the end-to-end value process chain.
C. Establish an organizational structure, technical foundation, and transformation met
D. Establish regular housekeeping tasks and procedures.
E. Establish release management.

Answer: B,D,E

NEW QUESTION # 80
Sometimes there are more qualified candidates for a position than the company needs to hire. Your customer would like recruiters to consolidate these candidates for their critical positions in a central location. What do you recommend? Note: There are 2 correct answers to this question.

A. Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
B. Create a field on the application view of the Applicant Workbench and select it for qualified candidates who were NOT hired.
C. Create a specific applicant status such as "Silver Medalist" on the applicant status set and move qualified candidates who were NOT hired there.
D. Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.

Answer: A,C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Managing excess qualified candidates efficiently is a key feature of SAP SuccessFactors Recruiting:
* Option C (Create a specific applicant status such as "Silver Medalist" on the applicant status set and move qualified candidates who were NOT hired there): Correct. The "Silver Medalist" status is a common practice to tag high-quality candidates not selected for a role. This status, configured in the applicant status set, allows recruiters to track them in the Recruiting Management system for future opportunities.
* SAP Documentation Excerpt: From the Recruiting Management Configuration Guide:
"Applicant statuses can be customized to include categories such as 'Silver Medalist' to identify candidates who were highly qualified but not selected. This status enables recruiters to maintain a pipeline of talent within the system for future consideration."
* Option D (Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools): Correct. Talent pools in SAP SuccessFactors allow recruiters to group candidates by criteria (e.g., skills, roles) for future recruitment. Adding "Silver Medalists" to talent pools centralizes them for critical positions.
* SAP Documentation Excerpt: From the Talent Pool Administration Guide: "Talent pools provide a centralized repository for storing candidate profiles. Recruiters can add candidates who were not hired but deemed qualified to specific pools, enabling proactive sourcing for critical or hard-to-fill roles."
* Option A (Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified): Incorrect. A content page educates candidates but doesn't consolidate them in a central system location for recruiters' use.
: SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Management Configuration Guide; Talent Pool Administration Guide.

NEW QUESTION # 81
......

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Latest SAP C-THR84-2505 Dumps Files & C-THR84-2505 100% Correct Answers

SAP C-THR84-2505 Exam Syllabus Topics:

100% Pass 2026 Valid SAP Latest C-THR84-2505 Dumps Files

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q76-Q81):

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