Download SAP Certified Associate-Implementation Consultant-SAP SuccessFactors Recruiting-Candidate Experience.C_THR84_2405.VCEplus.2024-11-08.34q.tqb

The search component allows customers to configure picklist searches that can be used as filters by candidates. The picklist search is dynamically populated with values from the career site's active jobs, which means that only relevant values will be displayed. The picklist search gives customers access to 18 fields that they can add as search filters, such as job category, location, job level, etc. The picklist search does not support the use of foundation/generic objects, which means that customers cannot use custom fields or objects as filters. The picklist search is not automatically populated with all picklist values configured in Picklist Center, which means that customers have to map the picklist values to the corresponding fields in the job requisition template.Reference:Career Site Builder Pages and Components,Career Site Builder Global Settings and Global Styles,HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

Some leading practices when creating Category pages are:Page titles should end with the word Jobs or Careers for better search engine optimization (SEO). This will help the career site rank higher in search engines and attract more candidates1.Category pages use the same design layout to provide a consistent user experience. This will make the career site look professional and easy to navigate2.Category pages host minimal content to allow candidates to find jobs quickly and easily. This will reduce the cognitive load and increase the conversion rate of the candidates3.The other options are not leading practices when creating Category pages:Category pages contain different headers and footers than the Home page. This will create confusion and inconsistency for the candidates and may affect the branding of the career site.Category pages do NOT contain jobs that appear on other Category pages. This will limit the exposure and visibility of the jobs and may prevent candidates from finding the best fit for their skills and interests.

Category pages are designed to display job listings based on predefined criteria, such as location, function, or industry. They allow candidates to browse and filter jobs that match their interests and qualifications. Category pages can also include components such as banners, videos, or testimonials to showcase the employer brand and culture.

The Job Alerts Email Template is configured in the E-Mail Notification Templates Settings. This is where you can customize the content and appearance of the email that candidates receive when they subscribe to job alerts on the career site1. You can also specify the sender name, sender email address, subject line, and footer for the job alerts email2. The other options are not correct places to configure the Job Alerts Email Template:Command Center: This is where you can manage the career site builder projects, sites, and settings, but not the email templates3.Recruiting Email Triggers: This is where you can configure the email notifications that are sent to candidates, recruiters, and hiring managers based on certain events or actions in the recruiting process, but not the job alerts email4.Career Site Builder: This is where you can design and build the career site pages, components, and styles, but not the email templates5.

When configuring Advanced Analytics, you need to map the applicant statuses from the Recruiting Management module to the corresponding statuses in the Advanced Analytics module. This allows you to track and report on the candidate journey and the effectiveness of your sourcing channels and campaigns. However, some applicant statuses do not need to be mapped, as they are either not relevant or automatically mapped by the system.These statuses are:Auto Disqualified: This status is assigned to candidates who fail to meet the minimum qualifications or pass the pre-screening questions. This status is automatically mapped to theDisqualifiedstatus in Advanced Analytics, and does not need to be manually mapped.Withdrawn by Candidate: This status is assigned to candidates who withdraw their application voluntarily. This status is not relevant for Advanced Analytics, as it does not reflect the recruiter's actions or decisions. Therefore, it does not need to be mapped.The other statuses,Invited to ApplyandForwarded, do need to be mapped, as they are important for measuring the candidate experience and the recruiter performance. TheInvited to Applystatus is assigned to candidates who are invited to apply for a job requisition by the recruiter. This status should be mapped to theSourcedstatus in Advanced Analytics, to indicate that the candidate was sourced by the recruiter. TheForwardedstatus is assigned to candidates who are forwarded to another job requisition by the recruiter. This status should be mapped to theForwardedstatus in Advanced Analytics, to indicate that the candidate was moved to another opportunity.Reference:SAP SuccessFactors Recruiting: Candidate Experience 2H/2023SAP SuccessFactors Recruiting: Candidate Experience AcademyHR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

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.SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Email CampaignsSAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%

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.

The Source Tracker functionality allows you to track the effectiveness of your sourcing channels and campaigns by generating unique tracking links for each job posting. These links can be used to manually post jobs on external sites, such as social media, job boards, or email campaigns. The tracking links capture the source of the candidates who apply through them, and enable reporting in Advanced Analytics for manually posted jobs. You can generate tracking links from Recruiting > Source Tracker > Campaign URL Builder, where you can select the job requisition, the source, and the campaign name. You can also enable your customer's Source Tracker options from Command Center, where you can configure the default source, the source expiration, and the source attribution. You can also edit the sources that are available to select from the Site Source Editor. You should not enable all possible sources, as this may cause confusion and inaccurate data. You should only enable the sources that are relevant and useful for your customer. If a source that the customer requests is not available to enable in the Site Source Editor, you can submit a support ticket to request that the source be created.Reference:SAP SuccessFactors Recruiting: Candidate Experience 2H/2023SAP SuccessFactors Recruiting: Candidate Experience Academy[Reviewing the Candidate Experience in SAP SuccessFactors Recruiting]

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.1: 1H 2023 Release Highlights: Talent Acquisition Innovations and Enhancements | SAP Blogs2: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification3: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training[4]: SAP SuccessFactors Recruiting | SAP Help Portal

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.SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Multi-Location Job PostingSAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Job Delivery <= 10%