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NEW QUESTION # 40
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 with disabilities to test the site.
- B. Use an online accessibility checker, such as WAVE, to test the site.
- C. Ask people in your IT department to test the site.
- D. Carefully review the site's code to look for issues with tagging and other elements.
- E. Review the site using assistive technology such as a screen reader like JAWS or NVDA.
Answer: A,B,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 # 41
What are the options for enabling the "Hear more about career opportunities" flag (also called "Consent to Marketing") so that a candidate receives email campaigns?Note: There are 3 correct answers to this question.
- A. A back-end script is run to update all candidates' settings for "Hear more about career opportunities".
- B. A recruiter updates the setting for "Hear more about career opportunities" from the candidate's profile.
- C. The candidate updates the setting for "Hear more about career opportunities" from their candidate profile.
- D. The candidate selects "Hear more about career opportunities" when creating an account.
- E. An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the "Hear more about career opportunities" option is enabled.
Answer: C,D,E
Explanation:
The "Hear more about career opportunities" flag (also called "Consent to Marketing") is a setting that allows candidates to opt-in or opt-out of receiving email campaigns from the customer. Email campaigns are a way of engaging with candidates and informing them about relevant job opportunities, events, or news. The options for enabling the "Hear more about career opportunities" flag are:
The candidate updates the setting for "Hear more about career opportunities" from their candidate profile. This option allows candidates to change their preference at any time from their profile page on the Career Site Builder (CSB) site. They can also view and manage their email subscriptions from the same page.
The candidate selects "Hear more about career opportunities" when creating an account. This option allows candidates to opt-in to receive email campaigns when they register for an account on the CSB site. They can also choose which types of email campaigns they want to receive, such as job alerts, newsletters, or events.
An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the "Hear more about career opportunities" option is enabled. This option allows customers to send a one-time email campaign to candidates who have not opted-in or opted-out of receiving email campaigns. The email campaign contains a link that allows candidates to opt-in to receive future email campaigns. This option is useful for customers who have migrated their candidate data from another system and want to obtain consent from existing candidates.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Email Campaigns SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%
NEW QUESTION # 42
The content of what type of page is most often hosted by a customer externally and linked with their CSB site?
- A. Landing page
- B. Content page
- C. Map page
- D. Category page
Answer: B
Explanation:
A content page is a type of page that displays static or dynamic content, such as text, images, videos, or forms. The content of a content page is most often hosted by a customer externally and linked with their CSB site, because the customer may have existing content management systems or web servers that they want to leverage for their career site. For example, a customer may have an external page that showcases their company culture, values, or benefits, and they may want to link that page with their CSB site to provide a consistent and engaging candidate experience. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 3: Career Site Builder Pages and Components, Lesson: Content Page, Slide 3.
NEW QUESTION # 43
What are some leading practices regarding text on websites?Note: There are 3 correct answers to this question.
- A. Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial).
- B. Break up lengthy content and separate with headings.
- C. Use half the word count or less than conventional writing.
- D. Avoid using bulleted or numbered lists.
- E. Use high contrast text, for example, black text on a white background.
Answer: B,C,E
Explanation:
Text on websites is an important element of the candidate experience, as it conveys information, instructions, and messages to the visitors. Some leading practices regarding text on websites are:
Use high contrast text, for example, black text on a white background: High contrast text improves readability and accessibility, as it makes the text stand out from the background and reduces eye strain. High contrast text also helps people with visual impairments or color blindness to perceive the text better. You can use the Color Contrast Analyzer tool1 to check the contrast ratio of your text and background colors.
Use half the word count or less than conventional writing: Web users tend to scan rather than read text, so it is important to use concise and clear language that conveys the main points quickly and effectively. You can use the Hemingway Editor tool2 to check the readability and simplicity of your text and eliminate unnecessary words, passive voice, or complex sentences.
Break up lengthy content and separate with headings: Long blocks of text can be overwhelming and boring for web users, so it is advisable to break up the content into smaller chunks and use headings to organize and label them. Headings help web users to navigate and find the information they need, and also improve the SEO (search engine optimization) of your site. You can use the HTML Heading Structure tool3 to check the hierarchy and consistency of your headings.
Avoid using bulleted or numbered lists: This is not a correct answer, because bulleted or numbered lists are useful for presenting multiple items or steps in a concise and structured way. Lists help web users to scan and comprehend the information easily, and also add visual variety to the text. However, you should avoid using too many or too long lists, as they can lose their impact and clarity. You can use the List-o-matic tool4 to generate HTML code for your lists.
Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial): This is not a correct answer, because the choice of font depends on the purpose, audience, and style of your site. Serif fonts have small strokes or lines at the end of the letters, while sans-serif fonts do not. Serif fonts are usually considered more traditional, formal, and elegant, while sans-serif fonts are more modern, casual, and simple. However, there is no definitive rule on which font is better for web text, as both have their advantages and disadvantages. You can use the Font Squirrel tool to find and download free web fonts for your site. Reference:
NEW QUESTION # 44
What is an example of something you can change using the Translation menu in Career Site Builder?
- A. Job layouts and category rules
- B. Job field mappings labels and site buttons
- C. Job Alert and Registration email templates
- D. Header and footer links
Answer: B
Explanation:
The Translation menu in Career Site Builder gives you access to the Translation Editor, which allows you to provide your own wording in place of default labels in your career site. You can use the translation editor to change the wording for labels anywhere in your career site, such as job field mappings labels and site buttons. The other options are not examples of something you can change using the Translation menu, as they are configured in other menus or settings in Career Site Builder. Reference: Translation Editor in Career Site Builder Tools
NEW QUESTION # 45
Candidate Relationship Management
Assume that your customer owns a chain of retail stores. They require talent pools based on attributes of the stores, such as Goods Sold, Store Size, and Location.What are the steps to achieve this use case? Note: There are 3 correct answers to this question.
- A. Ensure that the location foundation object is enabled and that all required locations have been created.
- B. When naming the talent pool, list all of the attributes and their values.
- C. Create custom generic objects for Goods Sold and Store Size.
- D. Use the standard filter fields in SAP SuccessFactors HXM Suite to represent the attributes.
- E. Edit the talent pool and select values for the additional attributes.
Answer: A,C,E
Explanation:
To achieve this use case, you need to do the following:
Create custom generic objects for Goods Sold and Store Size in the Metadata Framework (MDF). These objects will store the values for the attributes of the stores. You also need to create associations between these objects and the standard Location Foundation Object.
Ensure that the location foundation object is enabled and that all required locations have been created in the Manage Data tool. You also need to assign values for Goods Sold and Store Size to each location.
Edit the talent pool and select values for the additional attributes. You can use the standard filter fields in SAP SuccessFactors HXM Suite to filter candidates by location, and then use the custom filter fields to filter candidates by Goods Sold and Store Size. You can also name the talent pool according to the attributes and their values.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Talent Pools SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%
NEW QUESTION # 46
A candidate who has already applied for a job completes a data capture form. They receive a message that their answers on the form were NOT saved. How can the candidate complete any fields on the form that they have NOT yet answered? Note: There are 2 correct answers to this question.
- A. To complete candidate profile extension fields the recruiter includes the candidate in an email campaign with a link to the data capture form.
- B. To complete any missing fields the recruiter generates a code for the candidate to use when attempting to update the data capture form.
- C. Existing candidates are NOT able to complete new fields on a data capture form.
- D. To complete standard fields on the candidate profile the candidate logs into their candidate profile completes the remaining fields.
Answer: A,D
NEW QUESTION # 47
What are some of the responsibilities of a functional consultant on a Career Site Builder (CSB) implementation?Note: There are 2 correct answers to this question.
- A. Work with the customer to develop a job distribution strategy.
- B. Upsell additional solutions to the customer.
- C. Build the customer's CSB site using custom plugins.
- D. Ensure that the job data supports the customer's recruiting strategy.
Answer: A,D
Explanation:
Based on the web search results, some of the responsibilities of a functional consultant on a CSB implementation are:
Work with the customer to develop a job distribution strategy. This involves understanding the customer's business goals, target audience, and recruitment channels, and helping them to optimize their job postings and campaigns across various platforms, such as job boards, social media, and search engines12.
Ensure that the job data supports the customer's recruiting strategy. This involves analyzing the job requisitions, job descriptions, and job classifications, and ensuring that they are consistent, accurate, and compliant with the customer's requirements and standards. It also involves configuring the CSB site to display the job data in a user-friendly and accessible way, using features such as search filters, job alerts, and job recommendations3 .
Upsell additional solutions to the customer is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a sales or account manager, who would identify the customer's needs and offer them additional products or services that could enhance their experience or solve their problems.
Build the customer's CSB site using custom plugins is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a technical consultant or a developer, who would create and implement custom code or plugins to extend the functionality or appearance of the CSB site, according to the customer's specifications or requests.
NEW QUESTION # 48
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. Replace the footer link with one that does NOT require a title tag.
- B. The Redundant Title Text issue CANNOT be corrected in the footer of CSB sites.
- C. Rename the link using different text for the Title and Text.
- D. Click the CODE link for suggestions to correct the issue.
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 # 49
Implement Advanced Analytics
Your customer is considering implementing Advanced Analytics.What are some advantages of generating reports in Advanced Analytics? Note: There are 3 correct answers to this question.
- A. Allows customers to evaluate trends in source performance over time
- B. Allows customers to track direct and indirect recruiting costs for job postings
- C. Allows customers to drill into recruiting data such as dates, brands, and job categories
- D. Provides insight into which sources are delivering high-quality candidates
- E. Provides a variety of options for generating graphics to display report results
Answer: A,D,E
Explanation:
Option B is correct because Advanced Analytics provides insight into which sources are delivering high-quality candidates. Advanced Analytics measures the source quality by calculating the conversion rates of candidates from different sources at each stage of the recruiting funnel, such as visits, applications, interviews, and hires. This helps customers to evaluate the effectiveness and return on investment of their sources and optimize their sourcing strategy1.
Option C is correct because Advanced Analytics allows customers to drill into recruiting data such as dates, brands, and job categories. Advanced Analytics enables customers to filter and segment the data by various dimensions, such as date range, brand, locale, job category, job function, job level, and source. This allows customers to analyze the data in more detail and compare the performance of different segments1.
Option D is correct because Advanced Analytics allows customers to evaluate trends in source performance over time. Advanced Analytics displays the data in graphical and tabular formats, such as line charts, bar charts, pie charts, and tables. These formats allow customers to visualize the changes and patterns in the data over time and identify the sources that are increasing or decreasing in quality and quantity1.
Option A is incorrect because Advanced Analytics does not provide a variety of options for generating graphics to display report results. Advanced Analytics uses predefined graphics that are based on the best practices and standards for data visualization. Customers cannot customize or change the graphics in Advanced Analytics2.
Option E is incorrect because Advanced Analytics does not allow customers to track direct and indirect recruiting costs for job postings. Advanced Analytics does not capture or calculate the costs associated with the sources or the job postings. Advanced Analytics focuses on the candidate behavior and outcomes, not on the financial aspects of recruiting2.
Reference:
1: Advanced Analytics | SAP Help Portal
2: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training
NEW QUESTION # 50
Move to Production
When moving a Career Site Builder site to production, which four XML files must you export for the move to production?
- A. Candidate Profile, Site Settings, Translations, Category pages
- B. Site Settings, Career Site Builder Settings, Content pages, Translations
- C. Site Settings, Career Site Builder Settings, Category pages, Translations
- D. Content pages, Category pages, Job Layouts, Career Site Builder Settings
Answer: C
Explanation:
Option B is correct because when moving a Career Site Builder site to production, you need to export four XML files: Site Settings, Career Site Builder Settings, Category pages, and Translations1. These files contain the configuration and content of your site, such as the site name, URL, logo, theme, layout, language, categories, and pages1.
Option A is incorrect because Content pages and Job Layouts are not required to export for the move to production. Content pages are automatically generated from the Category pages, and Job Layouts are part of the Career Site Builder Settings1.
Option C is incorrect because Candidate Profile is not an XML file that can be exported from Career Site Builder. Candidate Profile is a feature that allows candidates to create and manage their profiles on the career site.
Option D is incorrect because Content pages are not required to export for the move to production, as explained above.
Reference:
1: 1H 2023 Release Highlights: Talent Acquisition Innovations and Enhancements | SAP Blogs
2: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
3: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training
[4]: SAP SuccessFactors Recruiting | SAP Help Portal
NEW QUESTION # 51
Which of the following are included in a standard Recruiting statement of work?Note: There are 3 correct answers to this question.
- A. Enable LinkedIn integration.
- B. Enable Mobile Apply.
- C. Configure one job layout.
- D. Configure one standard XML feed.
- E. Configure 20 Category or Content pages.
Answer: B,C,D
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 # 52
Career Site Design and Accessibility
When internal career site is enabled, what can be different on the Career Site Builder site for internal employees and external candidates?Note: There are 2 correct answers to this question.
- A. Internals and externals may see different job layouts.
- B. Internals and externals may see different page components.
- C. Internals and externals may be able to apply to different jobs.
- D. Internals and externals may see different headers and footers.
Answer: B,C
Explanation:
When internal career site is enabled, you can configure different settings and content for internal employees and external candidates on your Career Site Builder site. This allows you to tailor the candidate experience based on the audience and the business needs. Some of the differences that can be applied are:
Internals and externals may be able to apply to different jobs: You can set up job requisitions to be visible only to internal employees, only to external candidates, or to both. This way, you can control who can view and apply to certain jobs based on their eligibility and suitability. You can also set up different application processes and forms for internals and externals, such as requiring different information or documents, or enabling different integrations or assessments.
Internals and externals may see different page components: You can create different page components for internal employees and external candidates, such as banners, videos, testimonials, or forms. You can also assign different page components to different pages based on the audience, such as showing different messages or images on the home page, category page, or job details page. This way, you can customize the look and feel of your site and provide relevant and engaging content for each group.
Internals and externals may see different headers and footers: This is not a correct answer, because the header and footer settings are global and apply to the entire site, regardless of the audience. You cannot create or assign different headers and footers for internal employees and external candidates. However, you can use the header and footer components to display different links or menus based on the audience, such as showing different career site pages, external sites, or internal resources.
Internals and externals may see different job layouts: This is not a correct answer, because the job layout settings are also global and apply to the entire site, regardless of the audience. You cannot create or assign different job layouts for internal employees and external candidates. However, you can use the job layout components to display different information or actions based on the audience, such as showing different job details, apply buttons, or share options. Reference
NEW QUESTION # 53
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. Job scrapes
- C. Recruiting Posting
- D. Automated XML feeds
Answer: C,D
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 # 54
Which of the following are acceptable configurations that could be added as JavaScript with Career Site Builder?Note: There are 3 correct answers to this question.
- A. Custom third-party cascading style sheets (CSS)
- B. Custom third-party chatbots
- C. Custom third-party survey tools
- D. Custom third-party libraries
- E. Custom third-party analytics for tracking purposes
Answer: B,C,E
Explanation:
Career Site Builder allows you to add custom JavaScript code to your career site for various purposes, such as enhancing the functionality, appearance, or interactivity of your site. However, not all types of JavaScript code are supported or recommended by SAP SuccessFactors. According to the Career Site Builder Implementation Guide, the following types of JavaScript code are acceptable:
Custom third-party survey tools: You can use JavaScript code to embed survey tools from third-party providers, such as SurveyMonkey or Qualtrics, to collect feedback from your site visitors or candidates.
Custom third-party analytics for tracking purposes: You can use JavaScript code to integrate analytics tools from third-party providers, such as Google Analytics or Adobe Analytics, to track and measure the performance of your site, such as traffic, conversions, or bounce rate.
Custom third-party chatbots: You can use JavaScript code to add chatbots from third-party providers, such as Drift or Intercom, to provide live chat support or guidance to your site visitors or candidates.
The following types of JavaScript code are not acceptable:
Custom third-party cascading style sheets (CSS): You cannot use JavaScript code to inject CSS styles from third-party sources, as this may cause conflicts or inconsistencies with the existing styles of your site. You should use the Global Styles feature of Career Site Builder to customize the appearance of your site elements, such as fonts, colors, or layouts.
Custom third-party libraries: You cannot use JavaScript code to load external libraries from third-party sources, such as jQuery or Bootstrap, as this may cause compatibility issues or performance degradation of your site. You should use the built-in components and features of Career Site Builder to create and manage your site content, such as pages, headers, footers, or widgets.
Reference:
Career Site Builder Implementation Guide: This document provides detailed information on how to configure and use Career Site Builder to create and maintain your career site, including how to add custom JavaScript code to your site.
NEW QUESTION # 55
Which of the following are characteristics of a multi-location job posting in Career Site Builder (CSB)?Note: There are 3 correct answers to this question.
- A. The City, State, and Postal Code fields are NOT required on the job requisition template.
- B. The primary Location value does NOT need to be identified.
- C. The standard Location Foundation Object field must be configured.
- D. The Google Map on the CSB site shows all locations where a job may be filled.
- E. The street address is displayed in the standard Location field in CSB.
Answer: B,C,D
Explanation:
A multi-location job posting in CSB allows you to post a job that can be filled in more than one location. To enable this feature, you need to do the following:
Configure the standard Location Foundation Object field on the job requisition template and make it multi-selectable. This field will store the list of locations where the job can be filled.
Enable the Google Map integration in CSB and configure the map settings. The Google Map on the CSB site will show all the locations where the job can be filled based on the values in the Location Foundation Object field.
Configure the standard Location field in CSB to display the primary location value only. The primary location value is the first value in the Location Foundation Object field. The street address is not displayed in this field.
Optionally, you can also configure a custom field to display the full list of locations where the job can be filled.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Multi-Location Job Posting SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Job Delivery <= 10%
NEW QUESTION # 56
Site Setup
Which of the following quick links are available in Command Center? Note: There are 3 correct answers to this question.
- A. API Credentials
- B. Career Site
- C. Delete Jobs
- D. Career Site Builder
- E. Recruiting Advanced Analytics
Answer: A,B,D
Explanation:
The Command Center is a central location where you can access various features and settings related to your Career Site Builder site. The quick links are shortcuts to the most commonly used functions, such as editing your site, managing your API credentials, or viewing your career site. The quick links available in Command Center are:
Career Site: This link opens your career site in a new tab, where you can see how it looks to candidates and test its functionality.
API Credentials: This link takes you to the API Credentials page, where you can generate, view, and revoke your API keys for integrating with external systems or services, such as job boards, CRM platforms, or analytics tools.
Career Site Builder: This link takes you to the Career Site Builder page, where you can edit your site settings, pages, components, styles, and content. You can also preview, publish, or revert your changes from here.
Recruiting Advanced Analytics and Delete Jobs are not quick links in Command Center, but they are available in other sections of the Admin Center. Recruiting Advanced Analytics is a reporting tool that allows you to measure and optimize your recruiting performance and candidate experience. Delete Jobs is a function that allows you to permanently remove jobs from your system, either individually or in bulk. Reference: 1, 2, 3
NEW QUESTION # 57
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. Finish the CSB Configuration Workbook.
- B. Assist the customer to complete the Readiness Checklist.
- C. Review the statement of work (SOW).
- D. Develop the CSB project plan.
Answer: B,C
Explanation:
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, before the CSB kickoff call, the following actions are recommended:
Assist the customer to complete the Readiness Checklist. This checklist helps the customer to prepare for the CSB implementation by gathering the necessary information and assets, such as logos, images, videos, etc.
Review the statement of work (SOW). This document defines the scope, deliverables, timeline, and responsibilities of the CSB project. It is important to review the SOW to ensure that the customer's expectations and requirements are aligned with the project plan and budget.
Developing the CSB project plan and finishing the CSB Configuration Workbook are not recommended actions before the CSB kickoff call. These tasks are usually done after the kickoff call, as part of the CSB implementation process. Reference: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, SAP SuccessFactors Recruiting: Candidate Experience Administration
NEW QUESTION # 58
Replacing the search grid in Career Site Builder with tiles achieves which of the following? Note: There are 2 correct answers to this question.
- A. It allows users to share jobs on social media more easily.
- B. It allows any of the fields on the job requisition to be displayed on the tiles.
- C. It allows any of the mapped fields to be displayed on the tiles.
- D. It allows users to tab through the search results.
Answer: B,C
Explanation:
According to the SAP Help Portal1, replacing the search grid in Career Site Builder with tiles achieves the following benefits:
It allows any of the mapped fields to be displayed on the tiles. You can customize the tile layout and content by selecting the fields you want to show from the list of available fields in the Search Tiles tab in Appearance Styles Global Styles (Brand)1.
It allows any of the fields on the job requisition to be displayed on the tiles. You can also use the custom fields that you have created in the job requisition template as part of the tile content1.
It does not allow users to tab through the search results. This is a feature of the grid layout, which enables keyboard navigation through the search results2. For that reason, the tile layout is not recommended for accessibility purposes3.
It does not allow users to share jobs on social media more easily. This is a feature of the Job Details component, which enables users to share the job posting on various social media platforms. This component can be used in both grid and tile layouts. Reference: Search Tiles Settings in Career Site Builder Global Styles, Search-Related Settings in Career Site Builder, Configuring Search Grid Settings, [Job Details Component]
NEW QUESTION # 59
Career Site Builder Pages and Components
In addition to their Career Site Builder (CSB) site, some customers also maintain career information on a site they host externally.
The content of what type of page is most often hosted by a customer externally and linked with their CSB site?
- A. Landing page
- B. Content page
- C. Map page
- D. Category page
Answer: B
Explanation:
A content page is a type of page that can be created and edited in Career Site Builder, and it is used to display static or dynamic content, such as text, images, videos, or forms. A content page can be linked to other pages or external sites, and it can be customized with different styles, components, and layouts. Some customers may choose to host some of their content pages externally, and link them with their CSB site, for various reasons, such as:
They have existing content pages on their corporate website or intranet that they want to reuse or integrate with their CSB site, without duplicating or migrating them.
They have complex or interactive content pages that require advanced coding or functionality that is not supported by CSB, such as animations, games, quizzes, or surveys.
They have content pages that need to comply with specific legal or security requirements that are not met by CSB, such as data privacy, encryption, or authentication.
Some examples of content pages that are often hosted externally and linked with CSB sites are:
About Us: This page provides information about the company's history, vision, mission, values, and culture. It may also include testimonials, awards, or achievements of the company or its employees.
Diversity and Inclusion: This page showcases the company's commitment and efforts to foster a diverse and inclusive workplace, and to support various groups and initiatives, such as women, veterans, LGBTQ+, or sustainability.
Benefits: This page details the benefits and perks that the company offers to its employees, such as health insurance, retirement plan, wellness program, or employee discounts.
Learning and Development: This page highlights the learning and development opportunities and resources that the company provides to its employees, such as training courses, certifications, mentoring, or career coaching.
Events: This page lists the upcoming events that the company is hosting or participating in, such as webinars, career fairs, or networking sessions. It may also allow candidates to register or RSVP for the events. Reference
https://training.sap.com/course/hr832-sap-successfactors-recruiting-candidate-experience-administration-classroom-094-g-en/
https://learning.sap.com/learning-journeys/configure-sap-successfactors-recruiting-recruiter-experience
NEW QUESTION # 60
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