C_THR84_2505 Exam Dumps - SAP Certified Associate Questions and Answers

Comprehensive and Detailed In-Depth Explanation:

The Cloud Skills component in Career Site Builder (CSB) displays job skills in a visually engaging word cloud format, typically on the job page. To enable this:

Option A (Mobile Apply): Correct. Mobile Apply ensures candidates can interact with job features (like Cloud Skills) on mobile devices, a prerequisite for modern CSB components.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Mobile Apply must be enabled to support advanced components such as Cloud Skills, ensuring a seamless candidate experience across devices, including mobile.”

Option D (Unified Data Model): Correct. The Unified Data Model (UDM) provides structured data (e.g., skills from job requisitions) required to populate the Cloud Skills component dynamically.

SAP Documentation Excerpt: From the Unified Data Model Configuration Guide: “The Cloud Skills component requires the Unified Data Model to be enabled, as it leverages mapped job requisition fields, such as skills, to generate the word cloud display on the career site.”

Option B (Legacy Candidate Workbench): Incorrect. The Legacy Workbench is an outdated internal tool, unrelated to CSB candidate-facing features like Cloud Skills.

Comprehensive and Detailed In-Depth Explanation:

Text practices in Career Site Builder (CSB) enhance readability, accessibility, and engagement, aligning with web and WCAG 2.1 standards. Let’s explore the options:

Option A (Use high contrast text, for example, black text on a white background): Correct. High contrast ensures legibility for all users, including those with visual impairments.

SAP Documentation Excerpt: From the Career Site Builder Accessibility Guide: “Use high contrast text, such as black on white, to ensure readability and compliance with accessibility guidelines like WCAG 2.1 for all candidates.”

Reasoning: On careers.bestrun.com, black job titles on a white background (contrast ratio > 4.5:1) are readable via screen readers like JAWS and meet legal standards. This is configured in CSB > Global Styles > Text Settings.

Practical Example: “Best Run” sets job descriptions to black on white, improving visibility for a colorblind candidate.

Option C (Break up lengthy content and separate with headings): Correct. Headings improve scannability and structure, aiding navigation.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Break up lengthy content with headings (e.g., H2, H3) to enhance candidate comprehension and navigation on CSB pages.”

Reasoning: A job page with “Job Title” (H2), “Responsibilities” (H3), and “Requirements” (H3) allows quick scanning on careers.bestrun.com/job/123. This is added in CSB > Pages > Content Editor.

Practical Example: “Best Run” uses headings to split a 500-word description, tested for readability.

Option D (Use half the word count or less than conventional writing): Correct. Concise text suits web users’ preference for quick consumption.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Aim for half the word count of conventional writing to keep CSB content concise and engaging for candidates.”

Reasoning: Reducing a 200-word job summary to 100 words (e.g., “Join our sales team” vs. a verbose paragraph) on careers.bestrun.com improves retention. This is a content strategy applied during page creation.

Practical Example: “Best Run” shortens “About Us” to 50 words, verified in a user test.

Option B (Avoid using bulleted or numbered lists): Incorrect. Lists enhance readability by organizing information, a recommended practice.

Option E (Use a serif font): Incorrect. Sans-serif fonts (e.g., Arial) are preferred for web clarity over serif (e.g., Times New Roman), per modern design standards.

Comprehensive and Detailed In-Depth Explanation:

Highlighting hard-to-fill jobs on the CSB Home page:

Option B (Within the Featured Jobs component): Correct. The Featured Jobs component showcases priority roles.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “The Featured Jobs component on the Home page can be configured to display hard-to-fill or high-priority jobs, drawing candidate attention.”

Option D (Within the category dropdown menu in the header): Correct. A category link (e.g., “Critical Roles”) can target these jobs.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Category dropdown menus in the header can include links to pages displaying hard-to-fill jobs, providing direct navigation from the Home page.”

Option A: Incorrect. Footer links are for SEO, not Home page prominence.

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.

Comprehensive and Detailed In-Depth Explanation:

Real Time Job Sync pushes jobs from Recruiting Management to Career Site Builder (CSB), ensuring they appear on the career site. If some jobs are missing, specific issues must be investigated:

Option A (The recruiter did NOT include a country): Correct. The country field is a mandatory data point for sync eligibility, linking to location mapping.

SAP Documentation Excerpt: From the Implementation Handbook: “Jobs must include a country field in the requisition to be eligible for Real Time Job Sync; missing this field will prevent the job from appearing on the CSB site.”

Reasoning: Without a country (e.g., “USA”), the UDM can’t map the job to a Location Foundation Object, halting sync. In Recruiting Management, a job without “Country” in the requisition form won’t propagate to careers.bestrun.com.

Practical Example: For “Best Run,” a job titled “Sales Rep” without “USA” fails to sync, identified in sync logs.

Option B (The recruiter did NOT include the job with Sync Recruiting Jobs): Correct. Jobs must be explicitly enabled for sync in the requisition process.

SAP Documentation Excerpt: From the Recruiting Management Guide: “For a job to display on the CSB site via Real Time Job Sync, the recruiter must include it in the ‘Sync Recruiting Jobs’ process, typically via a checkbox in the requisition.”

Reasoning: In Recruiting Management > Job Requisition, a “Sync to Career Site” checkbox must be checked. Unchecked jobs (e.g., internal-only roles) stay in the ATS, not CSB.

Practical Example: A “Manager Trainee” job unchecked in “Sync Recruiting Jobs” doesn’t appear on careers.bestrun.com, confirmed by reviewing the requisition.

Option C (The recruiter did NOT include a job description): Incorrect. While a description improves candidate experience, it’s not a sync requirement; a job with a title and location still syncs.

Option D (The recruiter does NOT have permissions for Career Site Builder): Incorrect. Permissions affect CSB access, not job sync, which is governed by requisition settings.

Comprehensive and Detailed In-Depth Explanation:

A standard Recruiting Statement of Work (SOW) outlines baseline deliverables for a SAP SuccessFactors Recruiting implementation, including Career Site Builder (CSB) setup. Let’s detail the inclusions:

Option A (Configure 20 Category or Content pages): Correct. The SOW includes configuration of up to 20 pages to support job listings and informational content.

SAP Documentation Excerpt: From the Implementation Handbook: “The standard Recruiting SOW includes configuration of up to 20 Category or Content pages in CSB to support job listings and informational content.”

Reasoning: This covers 10 Category pages (e.g., “Sales Jobs”) and 10 Content pages (e.g., “About Us”), configured in CSB > Pages, providing a robust site structure.

Practical Example: For “Best Run,” the consultant sets up “Engineering Jobs” and “Benefits” pages within the 20-page limit.

Option B (Configure one standard XML feed): Correct. One standard XML feed is included to automate job distribution.

SAP Documentation Excerpt: From the Recruiting Posting Guide: “A single standard XML feed is part of the standard Recruiting SOW, enabling automated job distribution to job boards.”

Reasoning: This feed pushes all active jobs to partnered boards (e.g., Indeed), configured in Admin Center > Recruiting Posting, meeting baseline needs.

Practical Example: “Best Run” gets a feed for careers.bestrun.com jobs, tested with a sample sync.

Option E (Configure one job layout): Correct. A default job layout is provided to define the job page structure.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Configuration of one job layout is included in the standard Recruiting SOW, defining the default job page presentation.”

Reasoning: A two-column layout with title, description, and apply button is set in CSB > Custom Layouts Editor, serving as the starting point.

Practical Example: “Best Run” uses this layout for all jobs, with options to customize later.

Option C (Configure one custom XML feed): Incorrect. Custom feeds are additional, requiring extra scoping and cost.

Option D (Enable Mobile Apply): Incorrect. Mobile Apply is an optional enhancement, not a standard inclusion.

Comprehensive and Detailed In-Depth Explanation:

The Functions Viewer in Career Site Builder (CSB) is a diagnostic and management tool for reviewing and managing custom JavaScript functions added to enhance site functionality. Let’s evaluate the possible actions:

Option A (Delete existing functions): Correct. The Functions Viewer allows administrators to remove custom functions that are no longer needed or causing issues.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “The Functions Viewer in Career Site Builder enables administrators to view and delete existing custom functions added to the site, providing control over JavaScript enhancements.”

Reasoning: If a custom chatbot script (e.g., added via CSB > Tools > JavaScript) malfunctions, the Viewer lists it (e.g., “chatFunction.js”), and a delete action removes it to restore stability. This is accessed via CSB > Tools > Functions Viewer.

Practical Example: For “Best Run,” a consultant deletes a broken “liveChat.js” function, confirming the site reverts to default behavior on careers.bestrun.com.

Option B (Modify existing functions): Incorrect. The Viewer is read-only for modification; changes must be made in the original JavaScript editor (CSB > Tools > JavaScript) and re-uploaded.

Option C (Create new functions): Incorrect. Creation occurs in the JavaScript section, not the Viewer, which is for inspection.

Option D (Copy existing functions): Incorrect. Copying isn’t a Viewer feature; it requires manual code duplication in the editor.

Comprehensive and Detailed In-Depth Explanation:

Moving CSB from stage to production requires readiness:

Option A (The SSL certificate has NOT yet been created): Correct. An SSL certificate is mandatory for secure production access.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “An SSL certificate must be created and installed before moving the CSB site to production to ensure secure candidate access via HTTPS.”

Option B (The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production): Correct. Key integrations like Real Time Job Sync must be production-ready.

SAP Documentation Excerpt: From the Implementation Handbook: “Site setup steps, including Real Time Job Sync configuration, must be completed in the production environment prior to the CSB site move to ensure functionality.”

Option C (SAP SuccessFactors has released code to preview, but NOT yet to production): Correct. Code misalignment between environments blocks the move.

SAP Documentation Excerpt: From the Implementation Handbook: “If SAP SuccessFactors has released code to the preview environment but not yet to production, the CSB site move will be prevented until environments are synchronized.”

Option D: Incorrect. Job Alert templates are configurable post-move if needed.

Comprehensive and Detailed In-Depth Explanation:

Data capture forms in Career Site Builder (CSB) collect additional candidate information (e.g., skills, preferences) post-application. If a candidate’s form submission fails (e.g., due to a network issue or validation error), they need a method to retry. Here’s a detailed analysis:

Option C (To complete candidate profile extension fields, the recruiter includes the candidate in an email campaign with a link to the data capture form): Correct. Recruiters can send a targeted email campaign with a unique link to the same data capture form, allowing the candidate to update extension fields (e.g., custom fields like “Certifications”). This approach leverages Recruiting Marketing tools to re-engage the candidate securely.

SAP Documentation Excerpt: From the Recruiting Marketing Guide: “For existing candidates whose data capture form submission fails, recruiters can include them in an email campaign with a link to resubmit the form, enabling completion of profile extension fields such as custom attributes.”

Reasoning: The email, sent via Recruiting Email Triggers, might include a personalized link (e.g., careers.bestrun.com/update-form?token=XYZ), pre-populating known data and prompting for missing fields. This ensures compliance with data privacy by requiring candidate action.

Practical Example: For “Best Run Corp,” a recruiter sends “Please update your skills” to john.doe@email.com, linking to a form where John adds “Project Management” to his profile.

Option D (To complete standard fields on the candidate profile, the candidate logs into their candidate profile and completes the remaining fields): Correct. Candidates can log into their existing profile to update standard fields (e.g., phone number, address) directly, bypassing the need for a new form submission.

SAP Documentation Excerpt: From the Candidate Experience Guide: “Candidates with existing profiles can log into their account via the CSB site and update standard fields in their profile at any time, ensuring all required information is provided after a failed form submission.”

Reasoning: After logging in at careers.bestrun.com/login, the candidate navigates to “My Profile,” where fields marked incomplete (e.g., “Phone”) are editable. This method is self-service and aligns with CSB’s user empowerment design.

Practical Example: John logs in, sees a “Complete Your Profile” alert, and adds his phone number, saving the changes instantly.

Option A (To complete any missing fields, the recruiter generates a code for the candidate to use): Incorrect. CSB doesn’t use a recruiter-generated code mechanism for form updates; access is managed via links or login credentials.

Comprehensive and Detailed In-Depth Explanation:

Advanced Analytics (AA) provides recruitment insights, but if not implemented at CSB go-live, retroactive setup is required to capture historical data. Let’s break it down:

Option A (Determine when the CSB site went live by running the App Status Audit Trail Report): Correct. This report establishes the go-live date, crucial for defining the data range to backload.

SAP Documentation Excerpt: From the Advanced Analytics Guide: “To establish the starting point for data capture when Advanced Analytics is implemented post-CSB go-live, run the App Status Audit Trail Report to determine the exact date the site became active in production.”

Reasoning: Without knowing when careers.bestrun.com went live (e.g., January 15, 2025), you can’t sync prior data. The report, accessed via Admin Center > Reporting, logs events like “CSB Production Activation.”

Practical Example: For “Best Run,” running this on March 10, 2025, reveals “01/15/2025,” setting the backload start.

Option B (Map to ATS Capture statuses that are no longer in use): Correct. Legacy statuses ensure historical data integrity in AA reports.

SAP Documentation Excerpt: From the Advanced Analytics Guide: “When implementing Advanced Analytics after CSB go-live, map to ATS Capture statuses, including those no longer in use, to accurately reflect historical candidate pipeline data in reports.”

Reasoning: If “Interviewed” was retired in 2024 but used then, mapping it to “Interview Scheduled” in Admin Center > Advanced Analytics Configuration captures past candidates.

Practical Example: “Best Run” maps “Old Offer” to “Offer Extended” for January data.

Option C (Backload the previous data by running Get Data One Time): Correct. This imports historical data post-go-live into AA.

SAP Documentation Excerpt: From the Advanced Analytics Guide: “To include data from before Advanced Analytics was enabled, run the ‘Get Data One Time’ process in Command Center to backload historical recruiting data into the analytics platform.”

Reasoning: Without backloading, AA starts blank, missing metrics like hires from January to March 2025. This runs in Command Center > Data Management.

Practical Example: “Best Run” runs this on March 10, syncing January 15–March 9 data.

Option D: Incorrect. No “date-based report” exists for this; the Audit Trail (A) is the tool.

Option E: Incorrect. Job Patch adjusts job data, not AA historical sync.