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C_THR84_2405試験の準備方法｜正確的なC_THR84_2405合格率試験｜認定するSAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience独学書籍
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience 認定 C_THR84_2405 試験問題 (Q60-Q65):
質問 # 60
Candidate Experience Overview and Project Kickoff
What are some key features of a fully hosted Career Site Builder (CSB) site?Note: There are 2 correct answers to this question.
- A. All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site.
- B. When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to the CSB site.
- C. When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to an applicant tracking system.
- D. The customer maintains their own career site in addition to the CSB career site.
正解：A、B
解説：
Some key features of a fully hosted Career Site Builder (CSB) site are:
When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to the CSB site. This will provide a seamless and branded experience for the candidates and allow them to explore the company's culture, values, and opportunities1.
All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site. This will enable the candidates to find and apply for jobs that match their interests and qualifications, and also learn more about the company's benefits, diversity, and social responsibility2.
The other options are not valid features of a fully hosted CSB site:
When a candidate visits a company's corporate site and clicks a link to view careers, they are directed to an applicant tracking system. This will create a disjointed and unappealing experience for the candidates and may discourage them from applying or returning to the site3.
The customer maintains their own career site in addition to the CSB career site. This will create duplication and inconsistency of content and design, and also increase the maintenance and cost for the customer4.
質問 # 61
Sometimes there are more qualified candidates for a position than the company needs to hire. Your customer would like recruiters to consolidate these candidates for their critical positions in a central location.
What do you recommend?
Note: There are 2 correct answers to this question.
- A. Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
- B. Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
- C. Create a field such as "Silver Medalist" on the application view of the Candidate Workbench and select it for qualified candidates who were NOT hired.
- D. Create a specific applicant status on the Talent Pipeline and move qualified candidates who were NOT hired there.
正解：B、D
解説：
To consolidate qualified candidates who were not hired for critical positions in a central location, you can use the following features:
Talent pools: These are groups of candidates that share common characteristics, such as skills, interests, or qualifications. You can create talent pools and add qualified candidates who were not hired to the appropriate talent pools, to maintain a relationship with them and engage them for future opportunities. You can also use the Candidate Relationship Management feature to send targeted email campaigns, invitations, or surveys to the candidates in your talent pools.
Talent Pipeline: This is a feature that allows you to track the progress of candidates through different stages of the recruiting process, such as sourced, contacted, screened, interviewed, or offered. You can create a specific applicant status on the Talent Pipeline, such as "Silver Medalist" or "Backup", and move qualified candidates who were not hired there, to keep them visible and accessible for the recruiters. You can also use the Talent Pipeline to view the candidate profile, history, and notes, and to perform actions such as sending emails, scheduling interviews, or changing statuses.
Creating a Content page on the career site or a field on the application view of the Candidate Workbench are not recommended ways to consolidate qualified candidates who were not hired. A Content page on the career site is a page that displays custom content, such as company culture, benefits, testimonials, or events. It is not a suitable place to store or manage candidate data, as it is public and not integrated with the Recruiting Management module. A field on the application view of the Candidate Workbench is a field that displays additional information about the candidate, such as resume, cover letter, or ratings. It is not a convenient way to group or filter candidates, as it is not searchable or sortable, and it does not allow bulk actions or communications. 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
質問 # 62
In Admin Center -> Setup Recruiting Marketing Job Field Mapping, which of the following job requisition fields is often mapped to support writing Category Page rules?
- A. Department (Category)
- B. Hiring Manager
- C. Number of Openings
- D. Product Service
正解：C
解説：
The Department (Category) field is often mapped to support writing Category Page rules because it allows you to create dynamic pages based on the department of the job requisition. For example, you can create a page that displays all the jobs in the Marketing department, or a page that shows the department overview and culture. The other fields are not as useful for creating Category Pages, as they are either too specific (Product Service, Hiring Manager) or too general (Number of Openings). Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Job Data and Job Field Mapping, Lesson: Job Field Mapping, Slide 10.
質問 # 63
What results can you expect if the sitewide metadata is set up as shown below in Career Site Builder (CSB)?
Note: There are 2 correct answers to this question.
- A. Populating the Meta Keywords field is much more important that using keywords in the page content.
- B. Assuming that metadata leading practices have been followed, when a user opens a Category page on the site, Jobs at Best Run will display on the browser tab.
- C. When Jobs at Best Run is returned in search engine results, it will display as a link to the CSB site.
- D. When a user opens the home page for the site, Jobs at Best Run will display on the browser tab.
正解：C、D
解説：
The sitewide metadata in Career Site Builder (CSB) is crucial for enhancing the visibility and accessibility of the site on search engines and for users. If "Jobs at Best Run" is set as the Page Title, it will display on the browser tab when a user opens the home page for the site (Option A). Additionally, when "Jobs at Best Run" appears in search engine results, it will serve as a clickable link directing users to the CSB site (Option B). Option C is incorrect because using keywords in page content is equally important as populating the Meta Keywords field for SEO. Option D is incorrect because metadata leading practices involve specific titles for different pages to enhance SEO. Reference: [SAP SuccessFactors Recruiting: Candidate Experience Administration], Unit 6: Site Setup, Lesson: Site Metadata, Slide 4-5.
質問 # 64
Career Site Design and Accessibility
Which are some leading practices when using a link on a career site?Note: There are 3 correct answers to this question.
- A. If blue text is used on the site, ensure that it's always used to represent links.
- B. All external links from the career site should open in the same browser window.
- C. Include multiple links to the customer's corporate site.
- D. Populate the title text for each link.
- E. When a user clicks on the link, immediately display what the user expects to see.
正解：A、D、E
解説：
Some leading practices when using a link on a career site are:
Populate the title text for each link. This will provide additional information about the link when the user hovers over it, and also improve the accessibility for screen readers and search engines1.
If blue text is used on the site, ensure that it's always used to represent links. This will create a consistent visual cue for the users to identify the links and avoid confusion2.
When a user clicks on the link, immediately display what the user expects to see. This will enhance the user experience and satisfaction by reducing the loading time and providing relevant content3.
The other options are not leading practices when using a link on a career site:
Include multiple links to the customer's corporate site. This will distract the user from the main purpose of the career site, which is to apply for jobs, and also create a cluttered and confusing layout4.
All external links from the career site should open in the same browser window. This will interrupt the user's browsing flow and make it harder for them to return to the career site. It is better to open external links in a new browser tab or window5.
質問 # 65
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