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.
Create talent pools and add qualified candidates who were NOT hired to the appropriate talent pools.
Create a Content page on the career site and advise recruiters to direct candidates to learn more about what makes a candidate qualified.
Create a specific applicant status on the Talent Pipeline and move qualified candidates who were NOT hired there.
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.
To consolidate qualified candidates who were not hired for critical positions in a central location, you can use the following features:
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. References:
What are some options when sending an email campaign?Note: There are 2 correct answers to this question.
Up to 5 million candidates can be added to an email campaign.
An email campaign can be sent multiple times.
A test email can be sent.
Email campaigns can be configured to be sent at a later time.
When sending an email campaign, you have the following options:
Job Data Leading Practices
What are some leading practices when creating job descriptions in the requisition?
Add an image to the job description to attract more attention.
Place the most unique information about the job at the top of the job description.
Do NOT include bullets in job descriptions as they will not display in the career site.
Include information in the job description such as company information and benefits.
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:
The following practices are not recommended:
References:
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.
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.
Enable the About Us link in the header that is provided with all CSB sites.
Create category type links in the header under About Us that link to the three internal pages.
Create content type links in the header under About Us that link to the three internal pages.
Create a list type link in the header named About Us.
To configure the About Us links in the header, you need to do the following:
References:
What tasks related to job distribution are you responsible for?Note: There are 3 correct answers to this question.
Deliver jobs directly to compliance job boards.
Conduct the job delivery intake meeting.
Create the customer's standard XML feeds.
Work with job boards to arrange special pricing for your customer.
Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor.
References:
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.
Ask people with disabilities to test the site.
Ask people in your IT department to test the site.
Use an online accessibility checker, such as WAVE, to test the site.
Review the site using assistive technology such as a screen reader like JAWS or NVDA.
Carefully review the site's code to look for issues with tagging and other elements.
References:
Which of the following statements describe recruitment marketing?Note: There are 2 correct answers to this question.
The practice of promoting the value of an employer's brand in order to recruit talent
The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job
The collection of candidate information and organization of prospects based on experience and skills
The focus is on the immediate need to fill a specific job opening
Recruitment marketing is a term that refers to the process of attracting and engaging potential candidates for an organization, using various marketing techniques and channels. Recruitment marketing has two main aspects:
Which footer links are recommended on every Career Site Builder site to support search engine optimization (SEO)?Note: There are 2 correct answers to this question.
Careers Home
View All Jobs
Corporate Home
Top Job Searches
Footer links are important for SEO because they help search engines crawl and index your site, as well as provide easy navigation for users. The Careers Home and View All Jobs links are recommended on every Career Site Builder site because they allow users to access the main landing page and the job search page from any page on the site. These links also help search engines understand the structure and content of your site, and increase the visibility and ranking of your site in search results. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Global Settings, Slide 10.
What are some leading practices regarding text on websites?Note: There are 3 correct answers to this question.
Use high contrast text, for example, black text on a white background.
Use half the word count or less than conventional writing.
Avoid using bulleted or numbered lists.
Break up lengthy content and separate with headings.
Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial).
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:
Candidate Relationship Management
Your customer is planning to host a virtual job fair to connect with potential candidates who have experience in the medical industry. You create a Candidate Profile Extension field with an associated picklist. Where will you add this field so that candidates can complete it during the job fair even if they do NOT apply for a job?
Add the field to a data capture form.
Add the field to the Application template.
Add the field to the Candidate Profile template.
Add the field to the Create an Account page.
References:
What happens if a candidate is navigating the Career Site Builder site and clicks to access a branded page that has NOT been built?
An error message will be displayed.
The home page for that brand will display.
A message will display asking the candidate to select a brand.
The page for the default brand will display.
If a candidate tries to access a branded page that has not been built, the system will automatically redirect them to the page for the default brand. This is because the default brand is used as a fallback option when a specific brand is not available or configured. The default brand should have all the pages that are required for the candidate experience, such as the home page, the job search page, the job details page, etc. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Brands, Slide 9.
Which of the following is NOT one of the five standard statuses that are displayed in Advanced Analytics?
Apply Complete
Interviewed
Forwarded
Offer Made
Advanced Analytics is a reporting tool that allows you to measure and optimize the candidate experience on your Career Site Builder (CSB) site. It tracks the candidates’ behavior and actions on the site, such as page views, searches, applications, and referrals. It also tracks the candidates’ progress through the application process, using five standard statuses: Apply Start, Apply Complete, Interviewed, Offer Made, and Hired. These statuses are based on the status configuration in SAP SuccessFactors Recruiting Management. Forwarded is not one of the standard statuses in Advanced Analytics, as it is not a relevant indicator of the candidate experience.
References:
Your customer requires additional Home pages when enabling which of the following elements?Note: There are 2 correct answers to this question.
Brands
Maps
Site kits
Locales
Your customer requires additional Home pages when enabling brands and locales on their Career Site Builder site. Brands are different identities or subdomains that your customer may have for their career site, such as different divisions, regions, or products. Locales are different languages or regional settings that your customer may have for their career site, such as English, French, or German. When enabling brands and locales, you need to create additional Home pages for each combination of brand and locale, to ensure that the content and layout are consistent and appropriate for each audience. For example, if your customer has two brands, Brand A and Brand B, and two locales, English and French, then you need to create four Home pages:
Maps and site kits are not elements that require additional Home pages when enabling them on a Career Site Builder site. Maps are components that display the location of your customer’s offices or job requisitions on a map. Site kits are templates that provide predefined styles, components, and pages for your career site. You can use maps and site kits on any Home page, regardless of the brand or locale, without creating additional Home pages. References:
Which of the following are leading practices regarding the Source Tracker functionality?Note: There are 3 correct answers to this question.
Before a recruiter manually posts a job online, they should generate a tracking link from Recruiting > Source Tracker > Campaign URL Builder.
Enable your customer's Source Tracker options from Command Center.
When setting up the Source Tracker for your customer, always enable all possible sources.
Adding a tracking link enables reporting in Advanced Analytics for manually posted jobs.
If a source that the customer requests is NOT available to enable in the Site Source Editor, submit a support ticket to request that the source be created.
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. References:
Move to Production
What are some conditions that will prevent you from moving the Career Site Builder (CSB) site from stage to production?
Note: There are 3 correct answers to this question.
The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production.
Email layouts have NOT been configured in the CSB stage environment.
The SSL certificate has NOT yet been created.
You exported Site Settings from stage but did NOT update values in the XML file.
SAP SuccessFactors has released code to preview, but NOT yet to production.
Moving the Career Site Builder (CSB) site from stage to production is the final step of the implementation process. It allows you to publish your site to the live environment andmake it accessible to the candidates. However, there are some conditions that will prevent you from moving the CSB site from stage to production. Some of these conditions are:
References:
Which of the following options from SAP SuccessFactors Recruiting can customers use to automate job delivery?Note: There are 2 correct answers to this question.
Automated standard XML feeds and scheduled job scraping
Automated standard XML feeds and custom XML feeds
Automated standard XML feeds and Recruiting Posting
Automated Recruiting Posting and scheduled job scraping
Job delivery is the process of distributing job postings to various channels, such as job boards, social media, or search engines, to attract candidates to the Career Site Builder (CSB) site. SAP SuccessFactors Recruiting offers two options to automate job delivery:
References:
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.
When a candidate visits a company’s corporate site and clicks a link to view careers, they are directed to an applicant tracking system.
The customer maintains their own career site in addition to the CSB career site.
When a candidate visits a company’s corporate site and clicks a link to view careers, they are directed to the CSB site.
All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site.
SAP SuccessFactors
Some key features of a fully hosted Career Site Builder (CSB) site are:
The other options are not valid features of a fully hosted CSB site:
References:1:SAP Help Portal - Fully Hosted Career Site2:SAP Help Portal - Career Site Builder Overview3:SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting4:SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
Which of the following is an SAP leading practice regarding the blackout period?
When the update code is pushed to Preview, you CANNOT move the Career Site Builder site to Production until after the Production release is complete.
When a change is made to a job requisition, you can expect a delay of up to 24 hours for the job to be moved to the Career Site Builder site via Real-time Job Sync.
After a Career Site Builder page is published, you may need to wait a few minutes before you can publish additional changes to that page.
After the release information is updated in the What’s New Viewer, you may NOT discuss with customers what is included in the release.
According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, the blackout period is a time frame during which you should not move your Career Site Builder site to Production. This is because the update code is pushed to Preview first, and then to Production later, usually within a week. If you move your site to Production during this time, you may encounter issues or inconsistencies due to the different code versions. Therefore, the SAP leading practice is to wait until the Production release is complete before moving your site to Production1.
The other options are not related to the blackout period, but rather to other aspects of the Career Site Builder functionality. For example:
Who delivers the sitemap links to Google and Bing after the Career Site Builder site has been moved to Production?
Consultant submits a request through the SAP Support Portal
Functional consultant or customer
Professional Services
Consultant submits a request through the SAP SuccessFactors HXM Cloud Operations Portal
After the Career Site Builder site has been moved to production, the consultant submits a request through the SAP SuccessFactors HXM Cloud Operations Portal to deliver thesitemap links to Google and Bing. The sitemap links are XML files that contain the URLs of all the pages on the site, which help the search engines to crawl and index the site. The consultant needs to provide the following information in the request: the site ID, the site URL, the site language, and the site owner’s email address. The SAP SuccessFactors HXM Cloud Operations team will then generate the sitemap links and submit them to Google and Bing on behalf of the consultant.
References:
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?
Content page
Map page
Category page
Landing page
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 withdifferent 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:
Some examples of content pages that are often hosted externally and linked with CSB sites are:
Which of these Recruiting features use generic objects?Note: There are 2 correct answers to this question.
Marketing brands
Talent pool status sets
Recruiting teams
Activity tracking
Marketing brands and talent pool status sets are two of the Recruiting features that use generic objects. Generic objects are custom objects that can be created and configured in the Metadata Framework (MDF) to extend the functionality and the flexibility of the SAP SuccessFactors solutions. Generic objects can have their own fields, associations, rules, validations, and UI configurations. Some of the benefits of using generic objects are:
Marketing brands and talent pool status sets are examples of generic objects that are used in the Recruiting module to enhance the candidate experience and the recruiter efficiency. Marketing brands are generic objects that define the branding and the messaging of the customer’s organization to attract and engage the candidates. Marketing brandscan have different attributes, such as the brand name, the brand logo, the brand description, the brand color, the brand font, and the brand email signature. Marketing brands can be associated with other generic objects, such as job requisitions, email campaigns, and landing pages, to create a consistent and personalized candidate experience. Talent pool status sets are generic objects that define the stages and the actions of the candidate relationship management (CRM) process. Talent pool status sets can have different attributes, such as the status set name, the status set description, the status set type, and the status set values. Talent pool status sets can be associated with other generic objects, such as talent pools, talent pool candidates, and email templates, to manage and track the candidate pipeline and the communication.
The other two options are incorrect because:
References:
Which of the following are included in a standard Recruiting statement of work?Note: There are 3 correct answers to this question.
Enable LinkedIn integration.
Enable Mobile Apply.
Configure one job layout.
Configure 20 Category or Content pages.
Configure one standard XML feed.
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:
The following tasks are not included in a standard Recruiting SOW:
References:
TESTED 18 May 2024