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SAP C_THR84_2505 Exam Syllabus Topics:

Topic	Details
Topic 1	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 2	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 3	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.
Topic 4	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 5	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 6	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 7	Move to Production: This section of the exam evaluates the skills of SAP Consultants in finalizing configuration and deploying the completed site from the staging environment to production, ensuring readiness and quality assurance prior to go-live.
Topic 8	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.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q64-Q69):

NEW QUESTION # 64
When choosing to use a standard URL for their career site with Career Site Builder, which of the following configuration options are available to customers?Note: There are 2 correct answers to this question.

A. Customers can choose a subdomain and domain that is completely unique to their organization when using the standard URL for their career site.
B. SAP maintain the DNS and SSL certificates on behalf of the customer, when using the standard URL.
C. Existing customers wishing to transition to a standard URL can maintain 2 active URLs for up to 12 months, 1 primary and 1 secondary, during the transition period.
D. Customers can choose a subdomain that is unique to their organization and the rest of the URL will be generic: <subdomain>jobs.hr.cloud.sap.

Answer: B,D

NEW QUESTION # 65
What are some leading practices to create locales in Career Site Builder? Note: There are 2 correct answers to this question.

A. Create the Home page for the locale instead of duplicating it from the default locale.
B. Use Google Translate to translate text for locales.
C. Follow the same layout for the localized pages as the default locale.
D. If the customer requires only one language and it is NOT en_US, you can change the default locale.

Answer: C,D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Creating locales in Career Site Builder (CSB) ensures a consistent multi-language experience for candidates.
Let's evaluate the leading practices:
* Option C (Follow the same layout for the localized pages as the default locale): Correct.
Maintaining a consistent layout across locales enhances usability and reduces confusion.
* SAP Documentation Excerpt: From the Career Site Builder Localization Guide: "A leading practice is to maintain the same page layout for localized pages as the default locale, ensuring a consistent candidate experience regardless of language."
* Reasoning: If the en_US Home page has a banner, job search bar, and footer, the fr_FR version should mirror this structure (e.g., careers.bestrun.com/fr). This is configured in CSB > Pages > Layout, ensuring navigation remains intuitive.
* Practical Example: For "Best Run," the French Home page retains the same two-column layout as English, with "Rechercher des emplois" replacing "Search Jobs."
* Option D (If the customer requires only one language and it is NOT en_US, you can change the default locale): Correct. Flexibility to set a non-default language simplifies single-language sites.
* SAP Documentation Excerpt: From the Career Site Builder Localization Guide: "When a customer requires only one language and it is not en_US (e.g., fr_FR), the default locale can be changed in CSB settings to match the customer's primary language."
* Reasoning: In CSB > Settings > Site Configuration > Locales, changing the default from en_US to fr_FR ensures all system text (e.g., "Apply") appears as "Soliciter" from the start, avoiding translation overhead.
* Practical Example: For a French-only "Best Run" site, setting fr_FR as default eliminates en_US prompts, verified in a sandbox.
* Option A (Create the Home page for the locale instead of duplicating): Incorrect. Duplicating the default locale's Home page is faster and ensures consistency, as creating from scratch risks misalignment.
* Option B (Use Google Translate): Incorrect. Google Translate lacks precision for technical or brand- specific terms; manual or professional translation is recommended to avoid errors.

NEW QUESTION # 66
What are some leading practices regarding the timing of the Advanced Analytics implementation? Note: There are 2 correct answers to this question.

A. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
B. Implement Advanced Analytics immediately following the Career Site Builder site go-live.
C. Advanced Analytics can be implemented when the applicant status set is created.
D. The steps to implement Advanced Analytics must be completed over two or more days.

Answer: B,C

NEW QUESTION # 67
What tasks related to job distribution are you responsible for? Note: There are 3 correct answers to this question.

A. Work with job boards to arrange special pricing for your customer.
B. Create the customer's standard XML feeds.
C. Conduct the job delivery intake meeting.
D. Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor.
E. Deliver jobs directly to compliance job boards.

Answer: B,C,D

Explanation:
Comprehensive and Detailed In-Depth Explanation:
As a consultant for SAP SuccessFactors Recruiting:
* Option A (Create the customer's standard XML feeds): Correct. Consultants configure standard XML feeds to automate job distribution, included in the Recruiting statement of work (SOW).
* SAP Documentation Excerpt: From the Recruiting Posting Guide: "The consultant is responsible for creating one standard XML feed as part of the standard recruiting implementation to facilitate automated job distribution to job boards."
* Option B (Conduct the job delivery intake meeting): Correct. This meeting aligns customer requirements with job distribution strategy, a key consultant task.
* SAP Documentation Excerpt: From the Implementation Handbook: "Conducting the job delivery intake meeting is a critical step where the consultant gathers customer preferences and requirements for job distribution processes."
* Option E (Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor): Correct. Training ensures customers can manage sources post- implementation.
* SAP Documentation Excerpt: From the Career Site Builder Administration Guide: "Consultants should train customers on using the Site Source Editor to populate and manage preferred job sources, empowering self-sufficiency."
* Option C (Work with job boards to arrange special pricing): Incorrect. This is a sales or procurement task, not a consultant's responsibility.
: SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Posting Guide; Implementation Handbook.

NEW QUESTION # 68
When configuring Advanced Analytics, which applicant statuses do NOT need to be mapped? Note: There are
2 correct answers to this question.

A. Forwarded
B. Auto Disqualified
C. Invited to Apply
D. Withdrawn by Candidate

Answer: A,C

Explanation:
Comprehensive and Detailed In-Depth Explanation:
Mapping applicant statuses in Advanced Analytics (AA) tracks candidate pipeline progression for reporting.
Let's identify exceptions:
* Option B (Invited to Apply): Correct. This pre-application status (e.g., an email invitation) isn't part of the pipeline and thus doesn't require mapping.
* SAP Documentation Excerpt: From the Advanced Analytics Guide: "'Invited to Apply' does not need to be mapped in Advanced Analytics, as it represents a pre-application status outside the candidate pipeline."
* Reasoning: An "Invited to Apply" email from careers.bestrun.com isn't tracked until the candidate applies, so it's excluded from AA's status set in Admin Center > Advanced Analytics Configuration.
* Practical Example: For "Best Run," an invite sent on February 1, 2025, isn't mapped.
* Option C (Forwarded): Correct. This internal recruiter action (e.g., forwarding a profile) isn't a candidate-facing status.
* SAP Documentation Excerpt: From the Advanced Analytics Guide: "'Forwarded' is an internal recruiter action and does not require mapping in Advanced Analytics, as it is not a candidate- facing pipeline status."
* Reasoning: Forwarding a candidate to a hiring manager in Recruiting Management doesn't affect the candidate's journey, so it's omitted from AA mapping.
* Practical Example: For "Best Run," a "Forwarded" action on March 1, 2025, isn't tracked.
* Option A (Auto Disqualified): Incorrect. This pipeline endpoint (e.g., rejected by ATS) must be mapped for complete reporting.
* Option D (Withdrawn by Candidate): Incorrect. This key status (e.g., candidate opts out) requires mapping to reflect pipeline drop-off.
: SAP SuccessFactors Recruiting: Candidate Experience - Advanced Analytics Guide (Status Mapping).

NEW QUESTION # 69
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This C_THR84_2505 certification assists you to put your career on the right track and helps you to achieve your career goals in a short time period. There are several personal and professional benefits that you can gain after passing the SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience (C_THR84_2505) certification exam. The prominent C_THR84_2505 certification benefits include validation of skills and knowledge, more career opportunities, instant rise in salary, quick promotion, etc.

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Valid C_THR84_2505 Exam Answers - Braindumps C_THR84_2505 Downloads

SAP C_THR84_2505 Exam Syllabus Topics:

Braindumps C_THR84_2505 Downloads | Latest C_THR84_2505 Practice Questions

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q64-Q69):

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