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The third and last format is the C_THR84_2405 desktop practice exam software form that can be used without an active internet connection. This software works offline on the Windows operating system. The practice exams benefit your preparation because you can attempt them multiple times to improve yourself for the SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Professional-Cloud-Developercertification test. Our C_THR84_2405 Exam Dumps are customizable, so you can set the time and questions according to your needs.

SAP C_THR84_2405 Exam Syllabus Topics:

Topic	Details
Topic 1	Candidate Relationship Management: This section focuses on individuals responsible for managing interactions with candidates. It involves configuring the Candidate Relationship Management (CRM) features within Career Site Builder.
Topic 2	Other Career Site Setup: This part assesses skills in configuring additional features of Career Site Builder. Candidates should be able to set up elements such as mobile applications, job layouts, and search results to build a comprehensive and user-friendly career site.
Topic 3	Implement Advanced Analytics: This part evaluates the skills needed to implement Recruiting Advanced Analytics. Candidates should demonstrate their ability to set up and use advanced analytics tools to derive insights and support recruitment strategies.
Topic 4	Candidate Experience Overview and Project Kickoff: This section describes the core components and steps required during the transition from Sales to implementation. It emphasizes the importance of understanding the candidate experience to ensure a smooth handoff and successful project kickoff.
Topic 5	Configure Locales: This section involves entering translations for candidate-facing text. Candidates should be proficient in configuring locales to ensure that the career site is accessible to a diverse, multilingual audience.
Topic 6	Site Setup: This section is targeted at professionals handling the initial setup of the career site. It involves enabling and performing basic configuration tasks to ensure Career Site Builder is operational and ready for use.
Topic 7	Career Site Builder Pages and Components: This section focuses on the different page types and components available in Career Site Builder. Candidates should be able to describe the various page elements and how to use them effectively to meet organizational needs.
Topic 8	Career Site Design and Accessibility: This part describes the aspects of career site accessibility, usability, and search engine optimization (SEO). Candidates should demonstrate their ability to design career sites that are user-friendly, accessible, and optimized for search engines.
Topic 9	Managing Clean Core: This section evaluates the ability to apply clean core principles to ERP systems. It involves enhancing business process agility, minimizing adaptation efforts, and fostering innovation by adhering to these principles.
Topic 10	Career Site Builder Global Settings and Global Styles: This section evaluates the skills of professionals involved in setting up and configuring Career Site Builder. It includes establishing Global Settings, Global Styles, and Site Configuration to ensure the career site is well-organized and functional.
Topic 11	Move to Production: This part addresses the process of transitioning a Career Site Builder site from development to a live production environment. Candidates should understand the necessary steps for making the site operational.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q24-Q29):

NEW QUESTION # 24
Job Data Leading Practices
What are some leading practices when creating job descriptions in the requisition?

A. Include information in the job description such as company information and benefits.
B. Add an image to the job description to attract more attention.
C. Place the most unique information about the job at the top of the job description.
D. Do NOT include bullets in job descriptions as they will not display in the career site.

Answer: A,C

Explanation:
When creating job descriptions in the requisition, it is important to follow some leading practices to ensure that the job descriptions are clear, concise, and compelling. According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course, some of the leading practices are:
Place the most unique information about the job at the top of the job description: This practice helps to capture the attention of the candidates and highlight the main selling points of the job. The most unique information could include the job title, location, summary, or key responsibilities.
Include information in the job description such as company information and benefits: This practice helps to showcase the employer brand and value proposition, and to motivate the candidates to apply for the job. The company information and benefits could include the company culture, vision, mission, values, awards, or recognition.
The following practices are not recommended:
Add an image to the job description to attract more attention: This practice may not be effective, as the image may not display properly on the career site or on external job boards. Moreover, the image may distract the candidates from the actual content of the job description, or may not be relevant to the job.
Do NOT include bullets in job descriptions as they will not display in the career site: This practice is incorrect, as bullets can be used in job descriptions and they will display in the career site. Bullets can help to organize the information in the job description and make it easier to read and scan.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration: This course covers the configuration and administration of the candidate experience features, such as Career Site Builder, Candidate Relationship Management, and Advanced Analytics. It also provides best practices and tips for creating job descriptions in the requisition.

NEW QUESTION # 25
Your customer wants to build three About Us pages on their Career Site Builder (CSB) site, in addition to a link that opens a page on their corporate site.What are the steps to configure the About Us links in the header?Note: There are 3 correct answers to this question.

A. Create an external type link in the header under About Us that opens a new session and links to the page hosted on the customer's corporate site.
B. Enable the About Us link in the header that is provided with all CSB sites.
C. Create content type links in the header under About Us that link to the three internal pages.
D. Create category type links in the header under About Us that link to the three internal pages.
E. Create a list type link in the header named About Us.

Answer: A,D,E

Explanation:
To configure the About Us links in the header, you need to do the following:
Create a list type link in the header named About Us. This will create a drop-down menu that can contain multiple links under the About Us label.
Create category type links in the header under About Us that link to the three internal pages. These pages are created using the Page Builder tool in CSB, and they can contain various components and content related to the customer's organization, such as mission, vision, values, culture, etc.
Create an external type link in the header under About Us that opens a new session and links to the page hosted on the customer's corporate site. This will allow the candidates to access more information about the customer's company from their main website.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Career Site Builder Pages and Components, Lesson: Header and Footer SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Career Site Builder Pages and Components <= 10%

NEW QUESTION # 26
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. Review the site using assistive technology such as a screen reader like JAWS or NVDA.
B. Ask people in your IT department to test the site.
C. Ask people with disabilities to test the site.
D. Carefully review the site's code to look for issues with tagging and other elements.
E. Use an online accessibility checker, such as WAVE, to test the site.

Answer: A,C,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 # 27
Configure Locales
What are some leading practices to create locales in Career Site Builder?Note: There are 2 correct answers to this question.

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

Answer: A,D

Explanation:
Some leading practices to create locales in Career Site Builder are:
If the customer requires only one language and it is NOT en_US, you can change the default locale. This will save you time and effort as you do not need to create a new locale and duplicate the pages and components. You can simply edit the default locale and change the language and other settings as needed1.
Follow the same layout for the localized pages as the default locale. This will ensure consistency and usability across different languages and regions. You can use the same page templates and components for the locales, and only change the text and images as required2.
The other options are not leading practices for creating locales in Career Site Builder:
Using Google Translate to translate text for locales is not recommended as it may result in inaccurate or inappropriate translations. You should use a professional translation service or a native speaker to ensure the quality and accuracy of the text3.
Creating the Home page for the locale instead of duplicating it from the default locale is not a leading practice as it will create extra work and maintenance. You can use the Duplicate Page feature to copy the Home page from the default locale and then edit the text and images as needed for the locale4.

NEW QUESTION # 28
What are some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers?Note: There are 2 correct answers to this question.

A. Automated OData feeds
B. Automated XML feeds
C. Recruiting Posting
D. Job scrapes

Answer: B,C

Explanation:
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

NEW QUESTION # 29
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C_THR84_2405 Free Download Pdf - Reliable C_THR84_2405 Dumps Ebook

SAP C_THR84_2405 Exam Syllabus Topics:

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q24-Q29):

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