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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q18-Q23):

NEW QUESTION # 18
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 standard fields on the candidate profile the candidate logs into their candidate profile completes the remaining fields.
B. Existing candidates are NOT able to complete new fields on a data capture form.
C. To complete candidate profile extension fields the recruiter includes the candidate in an email campaign with a link to the data capture form.
D. To complete any missing fields the recruiter generates a code for the candidate to use when attempting to update the data capture form.

Answer: A,C

NEW QUESTION # 19
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. Create custom generic objects for Goods Sold and Store Size.
B. Edit the talent pool and select values for the additional attributes.
C. Ensure that the location foundation object is enabled and that all required locations have been created.
D. When naming the talent pool, list all of the attributes and their values.
E. Use the standard filter fields in SAP SuccessFactors HXM Suite to represent the attributes.

Answer: A,B,C

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 # 20
Your new customer will be implemented using the Unified Data Model has specific requirements for their job layouts. Which of the following can be configured in the Custom Layouts Editor?
Note: There are 3 correct answers to this question.

A. The default layout can be used for specific jobs even when the job matches the layout rules for a different job layout.
B. Regardless of the number of columns used the search bar must span across the top of all job pages.
C. Different fields from the job requisition template can be used to define the layout rules for the different job layouts.
D. Some layouts will have one column some will have two columns some will have three columns.
E. The Apply Now button should be present only at the bottom of the job page.

Answer: A,C,D

NEW QUESTION # 21
Job Data Leading Practices
What are some leading practices when creating job descriptions in the requisition?

A. Place the most unique information about the job at the top of the job description.
B. Add an image to the job description to attract more attention.
C. Do NOT include bullets in job descriptions as they will not display in the career site.
D. Include information in the job description such as company information and benefits.

Answer: A,D

Explanation:
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:
Place the most unique information about the job at the top of the job description: This practice helps to capture the attention of the candidates and highlight the main selling points of the job. The most unique information could include the job title, location, summary, or key responsibilities.
Include information in the job description such as company information and benefits: This practice helps to showcase the employer brand and value proposition, and to motivate the candidates to apply for the job. The company information and benefits could include the company culture, vision, mission, values, awards, or recognition.
The following practices are not recommended:
Add an image to the job description to attract more attention: This practice may not be effective, as the image may not display properly on the career site or on external job boards. Moreover, the image may distract the candidates from the actual content of the job description, or may not be relevant to the job.
Do NOT include bullets in job descriptions as they will not display in the career site: This practice is incorrect, as bullets can be used in job descriptions and they will display in the career site. Bullets can help to organize the information in the job description and make it easier to read and scan.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration: This course covers the configuration and administration of the candidate experience features, such as Career Site Builder, Candidate Relationship Management, and Advanced Analytics. It also provides best practices and tips for creating job descriptions in the requisition.

NEW QUESTION # 22
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 analytics for tracking purposes
B. Custom third-party libraries
C. Custom third-party chatbots
D. Custom third-party cascading style sheets (CSS)
E. Custom third-party survey tools

Answer: A,C,E

Explanation:
Comprehensive and Detailed In-Depth Explanation:Career Site Builder (CSB) allows JavaScript enhancements to extend functionality, provided they align with SAP's security and compatibility standards.
Let's explore each option in depth:
* Option B (Custom third-party survey tools): Correct. Survey tools (e.g., SurveyMonkey) can be integrated via JavaScript to gather candidate feedback on the CSB site.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "Custom third-party survey tools can be added to CSB using JavaScript, enabling customers to collect candidate insights directly on the career site, provided the scripts are properly tested and secure."
* Reasoning: A survey pop-up after a job application enhances user experience by collecting data without altering core CSB functionality.
* Practical Example: Embedding a script like <script src="https://surveymonkey.com/embed.js"><
/script> on a Landing page to ask, "How was your application experience?"
* Option D (Custom third-party chatbots): Correct. Chatbots (e.g., Drift) improve candidate interaction and are supported via JavaScript.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "Third-party chatbots can be integrated into CSB using JavaScript to provide real-time candidate support, such as answering FAQs or guiding job searches."
* Reasoning: A chatbot can greet candidates with "Hi! Need help finding a job?"-a common enhancement verified in CSB implementations.
* Practical Example: Adding <script src="https://drift.com/chat.js"></script> in CSB's JavaScript editor for live chat on the Home page.
* Option E (Custom third-party analytics for tracking purposes): Correct. Analytics tools (e.g., Google Analytics) track site usage via JavaScript.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "Custom third-party analytics scripts, such as Google Analytics, can be added to CSB to track candidate behavior and site performance, supplementing built-in analytics."
* Reasoning: Tracking page views or click-through rates provides insights beyond Advanced Analytics, a frequent customer need.
* Practical Example: Including <script async src="https://www.googletagmanager.com/gtag/js?
id=G-XXXX"></script> to monitor traffic on careers.bestrun.com.
* Option A (Custom third-party libraries): Incorrect. While technically possible, generic libraries (e.g., jQuery) aren't typically "acceptable" as standalone enhancements unless tied to a specific function (like B, D, E). SAP discourages unnecessary libraries to avoid bloat.
* Option C (Custom third-party cascading style sheets (CSS)): Incorrect. CSS is added via CSB's Global Stylesor inline, not JavaScript. JavaScript-based CSS is unsupported and risks conflicts.
* Why B, D, E: These are purpose-driven, candidate-facing enhancements SAP explicitly supports, unlike A (too vague) or C (wrong method). SAP's JavaScript enhancements support B, D, E.References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (JavaScript Enhancements).

NEW QUESTION # 23
......

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q18-Q23):

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