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NEW QUESTION # 13
Your customer is interested in learning more about Career Site Builder (CSB).What are some of the advantages of building a career site with CSB?Note: There are 3 correct answers to this question.
- A. The customer's CSB site will precisely match the branding on their corporate site.
- B. Customers can update their CSB career sites on their own.
- C. Customers can have multiple domain names for their branded site.
- D. Customers can differentiate the functionality and styling of their site through the use of custom plugin components.
- E. Candidates can apply for jobs on a mobile device or a tablet.
Answer: B,C,E
Explanation:
Career Site Builder (CSB) is a tool that allows customers to create and manage their own career sites without the need for coding or technical skills. Some of the advantages of building a career site with CSB are:
Candidates can apply for jobs on a mobile device or a tablet, as CSB sites are responsive and adaptive to different screen sizes and orientations. This enhances the candidate experience and accessibility of the site.
Customers can update their CSB career sites on their own, as CSB provides a user-friendly interface and a preview mode that allows customers to see the changes before publishing them. This gives customers more control and flexibility over their site content and design.
Customers can have multiple domain names for their branded site, as CSB supports the use of custom domains and subdomains for different languages, regions, or brands. This allows customers to tailor their site to different audiences and markets.
NEW QUESTION # 14
Which of the following are features on the search component that allow picklist searches (Show More Options)?Note: There are 2 correct answers to this question.
- A. The picklist search is dynamically populated with values from the career site's active jobs.
- B. The picklist search is automatically populated with all picklist values configured in Picklist Center.
- C. The picklist search gives customers access to 18 fields that they can add as search filters.
- D. The picklist search does NOT support the use of foundation/generic objects.
Answer: A,C
Explanation:
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
NEW QUESTION # 15
Which of the following are included in a standard Recruiting statement of work?Note: There are 3 correct answers to this question.
- A. Configure one standard XML feed.
- B. Enable Mobile Apply.
- C. Configure 20 Category or Content pages.
- D. Configure one job layout.
- E. Enable LinkedIn integration.
Answer: A,B,D
Explanation:
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:
Enable Mobile Apply: This task involves enabling the Mobile Apply feature, which allows candidates to apply for jobs using their mobile devices. The Mobile Apply feature supports various application methods, such as uploading a resume, using a LinkedIn profile, or filling out an application form.
Configure one job layout: This task involves configuring the appearance and content of the job posting page, which displays the details of a job requisition. The job layout can be customized using Career Site Builder, which provides various components and widgets to enhance the job posting page.
Configure one standard XML feed: This task involves configuring the XML feed, which is a file that contains the data of the job requisitions. The XML feed can be used to post jobs to external job boards, such as Indeed or Monster, or to internal career sites.
The following tasks are not included in a standard Recruiting SOW:
Enable LinkedIn integration: This task involves enabling the LinkedIn integration, which allows candidates to use their LinkedIn profile to apply for jobs, and recruiters to source candidates from LinkedIn. The LinkedIn integration requires additional configuration and licensing, and is considered as an optional or custom task.
Configure 20 Category or Content pages: This task involves configuring the Category or Content pages, which are the pages that display the information or content related to the career site, such as the company culture, benefits, or events. The Category or Content pages can be created and managed using Career Site Builder, which provides various components and widgets to enhance the pages. However, the standard Recruiting SOW only includes the configuration of up to 10 Category or Content pages, not 20.
Reference:
Recruiting Implementation Handbook: This document provides an overview of the Recruiting implementation process, including the project phases, tasks, deliverables, and best practices. It also provides the sample SOWs for standard and custom Recruiting projects.
NEW QUESTION # 16
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. When a user opens the home page for the site, Jobs at Best Run will display on the browser tab.
- B. Populating the Meta Keywords field is much more important that using keywords in the page content.
- C. 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.
- D. When Jobs at Best Run is returned in search engine results, it will display as a link to the CSB site.
Answer: A,D
Explanation:
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.
NEW QUESTION # 17
What must you consider when using custom fonts in Career Site Builder (CSB)?
- A. Ensure that the font is uploaded in a ZIP file.
- B. Remember that only one custom font can be uploaded in CSB.
- C. Ensure that the customer owns the font license.
- D. Once a custom font is uploaded, the fonts of existing components are replaced.
Answer: C
Explanation:
When using custom fonts in Career Site Builder, you must ensure that the customer has the legal right to use the font on their career site. This means that the customer must own the font license or have permission from the font owner. Uploading a custom font without a license may result in legal issues or penalties for the customer. Therefore, it is important to verify the font license before uploading it in Career Site Builder. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Career Site Builder Global Settings and Global Styles, Lesson: Configuring Fonts, Slide 6.
NEW QUESTION # 18
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. Use the standard filter fields in SAP SuccessFactors HXM Suite to represent the attributes.
- B. When naming the talent pool, list all of the attributes and their values.
- C. Edit the talent pool and select values for the additional attributes.
- D. Ensure that the location foundation object is enabled and that all required locations have been created.
- E. Create custom generic objects for Goods Sold and Store Size.
Answer: C,D,E
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 # 19
What is recommended to be included in the header navigation menu?Note: There are 2 correct answers to this question.
- A. Links to social networks
- B. Links to top job searches
- C. Links to Category pages
- D. Links to Content pages
Answer: C,D
Explanation:
The header navigation menu is a component that allows candidates to navigate through different pages on your career site. It is recommended to include links to Category pages and Content pages in the header navigation menu, as these pages provide relevant information and opportunities for the candidates. Category pages are pages that display job requisitions based on predefined criteria, such as location, function, or industry. Content pages are pages that display custom content, such as company culture, benefits, testimonials, or events. By including links to these pages, you can showcase your employer brand, attract candidates to your job openings, and enhance the candidate experience.
Links to social networks and top job searches are not recommended to be included in the header navigation menu, as they are not essential for the candidate journey. Links to social networks can be added to the footer or the sidebar of your career site, as they are secondary sources of information and engagement. Links to top job searches can be added to the homepage or the search results page of your career site, as they are dynamic and contextual. Adding too many links to the header navigation menu can clutter the user interface and distract the candidates from the main content and actions. Reference:
SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
SAP SuccessFactors Recruiting: Candidate Experience Academy
HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
NEW QUESTION # 20
When you test the customer's Career Site Builder (CSB) site with an accessibility checker, two of the footer links display Redundant Title Text alerts.How can you correct this?
- A. Replace the footer link with one that does NOT require a title tag.
- B. Click the CODE link for suggestions to correct the issue.
- C. Rename the link using different text for the Title and Text.
- D. The Redundant Title Text issue CANNOT be corrected in the footer of CSB sites.
Answer: C
Explanation:
In SAP SuccessFactors Recruiting: Candidate Experience, when an accessibility checker identifies Redundant Title Text alerts, it indicates that the title attribute text is identical to the link or alternative text. This redundancy can be corrected by renaming the link using different texts for the Title and Text fields to ensure that they are not identical, enhancing website accessibility. Reference: SAP SuccessFactors Recruiting: Candidate Experience documents available at SAP Training)
NEW QUESTION # 21
Move to Production
What are some leading practices regarding SSL certificates for Career Site Builder (CSB) sites? Note: There are 3 correct answers to this question.
- A. It is critical to prevent the SSL certificate from expiring so that candidates are NOT blocked from accessing the CSB site.
- B. SSL certificates must be installed for both the stage and production CSB environments.
- C. Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support.
- D. Rather than setting up a certificate specifically for the CSB subdomain, a wildcard certificate can be used.
- E. The implementation consultant begins the SSL certificate process as soon as the site is moved to production.
Answer: A,B,D
Explanation:
Some leading practices regarding SSL certificates for Career Site Builder (CSB) sites are:
It is critical to prevent the SSL certificate from expiring so that candidates are not blocked from accessing the CSB site. An expired SSL certificate will cause security warnings and errors for the candidates and may damage the reputation and trust of the company1.
Rather than setting up a certificate specifically for the CSB subdomain, a wildcard certificate can be used. A wildcard certificate is a certificate that covers multiple subdomains under the same domain name, such as *.example.com. This will save time and cost for the customer and simplify the certificate management process2.
SSL certificates must be installed for both the stage and production CSB environments. This will ensure that the CSB site is secure and functional in both environments and allow for testing and validation before moving to production3.
The other options are not valid leading practices regarding SSL certificates for CSB sites:
Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support. This is not true, as the SSL certificate renewal process requires coordination and communication between the customer, the certificate authority, and the Product Support team. The customer or consultant can initiate the renewal request in CSB, but they still need to provide the certificate files and information to Product Support for installation.
The implementation consultant begins the SSL certificate process as soon as the site is moved to production. This is not a leading practice, as the SSL certificate process should be started as early as possible in the project timeline, preferably during the design phase. This will allow enough time for the certificate procurement, installation, and testing, and avoid any delays or issues in the go-live phase.
NEW QUESTION # 22
Which of the following statements describe recruitment marketing?Note: There are 2 correct answers to this question.
- A. The collection of candidate information and organization of prospects based on experience and skills
- B. The focus is on the immediate need to fill a specific job opening
- C. The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job
- D. The practice of promoting the value of an employer's brand in order to recruit talent
Answer: C,D
Explanation:
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:
The practice of promoting the value of an employer's brand in order to recruit talent: This involves creating and communicating a compelling and consistent message about the organization's culture, vision, values, and benefits, and showcasing it to the target talent pool. The goal is to build awareness, trust, and loyalty among the candidates, and to differentiate the organization from its competitors. Employer branding can be done through various media, such as websites, social media, blogs, videos, podcasts, events, or referrals.
The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job: This involves identifying and reaching out to the right candidates, using data-driven insights and personalized content. The goal is to generate interest, curiosity, and excitement among the candidates, and to guide them through the candidate journey, from awareness to consideration to application. Recruitment marketing strategies can include search engine optimization (SEO), pay-per-click (PPC) advertising, email marketing, social media marketing, content marketing, or talent networks.
The collection of candidate information and organization of prospects based on experience and skills: This is not a correct answer, because this is more related to candidate relationship management (CRM) than recruitment marketing. CRM is a tool or system that helps recruiters to manage and track their interactions with candidates, and to build and maintain long-term relationships with them. CRM can help recruiters to collect and store candidate information, such as resumes, profiles, preferences, or feedback, and to segment and organize prospects based on various criteria, such as experience, skills, location, or source. CRM can also help recruiters to communicate and engage with candidates, such as sending automated messages, reminders, or newsletters, or inviting them to events or webinars.
The focus is on the immediate need to fill a specific job opening: This is not a correct answer, because this is more related to recruitment than recruitment marketing. Recruitment is the process of finding, screening, interviewing, and hiring candidates for a specific job opening, using various methods and tools. Recruitment focuses on the short-term need to fill a vacancy, and evaluates candidates based on their qualifications, competencies, and fit for the role. Recruitment can be done through various channels, such as job boards, career sites, referrals, or agencies. Reference:
NEW QUESTION # 23
Career Site Design and Accessibility
When internal career site is enabled, what can be different on the Career Site Builder site for internal employees and external candidates?Note: There are 2 correct answers to this question.
- A. Internals and externals may see different headers and footers.
- B. Internals and externals may be able to apply to different jobs.
- C. Internals and externals may see different job layouts.
- D. Internals and externals may see different page components.
Answer: B,D
Explanation:
When internal career site is enabled, you can configure different settings and content for internal employees and external candidates on your Career Site Builder site. This allows you to tailor the candidate experience based on the audience and the business needs. Some of the differences that can be applied are:
Internals and externals may be able to apply to different jobs: You can set up job requisitions to be visible only to internal employees, only to external candidates, or to both. This way, you can control who can view and apply to certain jobs based on their eligibility and suitability. You can also set up different application processes and forms for internals and externals, such as requiring different information or documents, or enabling different integrations or assessments.
Internals and externals may see different page components: You can create different page components for internal employees and external candidates, such as banners, videos, testimonials, or forms. You can also assign different page components to different pages based on the audience, such as showing different messages or images on the home page, category page, or job details page. This way, you can customize the look and feel of your site and provide relevant and engaging content for each group.
Internals and externals may see different headers and footers: This is not a correct answer, because the header and footer settings are global and apply to the entire site, regardless of the audience. You cannot create or assign different headers and footers for internal employees and external candidates. However, you can use the header and footer components to display different links or menus based on the audience, such as showing different career site pages, external sites, or internal resources.
Internals and externals may see different job layouts: This is not a correct answer, because the job layout settings are also global and apply to the entire site, regardless of the audience. You cannot create or assign different job layouts for internal employees and external candidates. However, you can use the job layout components to display different information or actions based on the audience, such as showing different job details, apply buttons, or share options. Reference
NEW QUESTION # 24
Other Career Site Setup
Where is the Job Alerts Email Template configured?
- A. E-Mail Notification Templates Settings
- B. Recruiting Email Triggers
- C. Career Site Builder
- D. Command Center
Answer: A
Explanation:
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.
NEW QUESTION # 25
Which of the following are features on the search component that allow picklist searches (Show More Options)?Note: There are 2 correct answers to this question.
- A. The picklist search is dynamically populated with values from the career site's active jobs.
- B. The picklist search is automatically populated with all picklist values configured in Picklist Center.
- C. The picklist search gives customers access to 18 fields that they can add as search filters.
- D. The picklist search does NOT support the use of foundation/generic objects.
Answer: A,C
Explanation:
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
NEW QUESTION # 26
You have created a data capture form for your customer and now are configuring the Recruiting Email Notification template and Recruiting email trigger for candidates who complete the form.Which trigger will you enable for this purpose?
- A. Recruiting Manual Candidate Creation Notification
- B. Welcome/Thanks for Creating Account
- C. Data Capture Form Submitted - Welcome and Set Password Email
- D. Career Site E-Mail Notification
Answer: C
Explanation:
The trigger that you will enable for this purpose is Data Capture Form Submitted - Welcome and Set Password Email. This trigger is used to send an email to candidates who complete a data capture form on the career site, inviting them to create a password and access their candidate profile. This email can be customized using the Recruiting Email Notification template and the Recruiting email trigger settings. This email helps to engage candidates and encourage them to apply for jobs or join talent pools. Reference: Candidate Relationship Management, Other Career Site Setup, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
NEW QUESTION # 27
What are some of the ways that candidates can be added to a talent pool?Note: There are 3 correct answers to this question.
- A. Auto-populate from a saved search.
- B. Add from an email campaign.
- C. Candidates can add themselves.
- D. Add from the Candidate Workbench (Talent Pipeline page).
- E. Add from a Candidate Search.
Answer: A,D,E
Explanation:
Candidates can be added to a talent pool from the following sources:
Candidate Workbench (Talent Pipeline page): You can manually add candidates to a talent pool from the Talent Pipeline page, which shows all the candidates who have applied to your jobs or have been sourced by you or your team12.
Auto-populate from a saved search: You can create a saved search based on certain criteria and assign it to a talent pool. This will automatically add any candidates who match the criteria to the talent pool13.
Add from a Candidate Search: You can perform a candidate search using keywords, filters, or Boolean operators and add the search results to a talent pool14.
You cannot add candidates to a talent pool from an email campaign or allow candidates to add themselves. Email campaigns are used to communicate with candidates who are already in a talent pool1 . Candidates can only join a talent community, which is a broader group of candidates who have expressed interest in your company, but not a specific job or talent pool1 . Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Talent Pools, pages 5-3 to 5-9.
NEW QUESTION # 28
Site Setup
You have set up Real Time Job Sync. The sync is working, but NOT all of the jobs posted externally are displaying in the Career Site Builder site. What could be the cause of this failure? Note: There are 2 correct answers to this question.
- A. The recruiter did NOT include the job with Sync Recruiting Jobs.
- B. The recruiter did NOT include a job description.
- C. The recruiter did NOT include a country.
- D. The recruiter does NOT have permissions for Career Site Builder.
Answer: A,C
Explanation:
Option A is correct because the recruiter must include the job with Sync Recruiting Jobs to enable Real Time Job Sync for that job. Sync Recruiting Jobs is a field in the job requisition that indicates whether the job should be synced to the Career Site Builder site or not. If the recruiter does not check this field, the job will not be synced and will not display on the site1.
Option B is incorrect because the recruiter does not need to have permissions for Career Site Builder to sync the jobs to the site. Career Site Builder is a tool for administrators to design and configure the career site, not for recruiters to post jobs. The recruiter only needs to have permissions for Recruiting Management to create and manage job requisitions2.
Option C is correct because the recruiter must include a country for the job to be synced to the Career Site Builder site. The country is a mandatory field in the job requisition that determines the locale and language of the job posting. If the recruiter does not enter a country, the job will not be synced and will not display on the site1.
Option D is incorrect because the recruiter does not need to include a job description for the job to be synced to the Career Site Builder site. The job description is an optional field in the job requisition that provides more details about the job role and responsibilities. If the recruiter does not enter a job description, the job will still be synced and displayed on the site, but it will have less information for the candidates1.
Reference:
1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification
2: Get certified in SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Learning
3: Configuring Real Time Job Sync | SAP Help Portal
4: SAP SuccessFactors Recruiting | SAP Help Portal
NEW QUESTION # 29
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.
- A. Automated Recruiting Posting and scheduled job scraping
- B. Automated standard XML feeds and Recruiting Posting
- C. Automated standard XML feeds and scheduled job scraping
- D. Automated standard XML feeds and custom XML feeds
Answer: B,D
Explanation:
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:
Automated standard XML feeds and custom XML feeds: This option allows customers to generate XML files that contain the job data from SAP SuccessFactors Recruiting Management and send them to the selected job boards via FTP or HTTP. The standard XML feed is a predefined format that is compatible with most job boards, while the custom XML feed is a customized format that can be tailored to the specific requirements of a job board. Customers can configure the frequency, content, and destination of the XML feeds in the Manage Job Board Settings tool in SAP SuccessFactors Recruiting Management.
Automated standard XML feeds and Recruiting Posting: This option allows customers to leverage the Recruiting Posting solution, which is a cloud-based service that connects SAP SuccessFactors Recruiting Management with over 4000 job boards and social media platforms. Customers can use the standard XML feed to send the job data to the Recruiting Posting solution, which then distributes the job postings to the selected channels. Customers can also track the performance and status of the job postings in the Recruiting Posting dashboard.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Overview of Job Delivery SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Job Delivery <= 10%
NEW QUESTION # 30
You have created a data capture form. What are some options when adding the form to a Landing page?Note: There are 3 correct answers to this question.
- A. You can configure the options when a candidate already has a candidate profile.
- B. You can modify the messages displayed after the candidate submits the form.
- C. You can add or remove fields on the data capture form.
- D. You can configure a specific job alert associated with candidates who submit the form.
- E. You can customize the instructions to complete the form.
Answer: B,D,E
Explanation:
You can create a data capture form to collect information from candidates who visit your career site. You can use the form to build your talent pool, segment your candidates, and send them personalized communications. When you add the form to a Landing page, you have some options to customize the form and its behavior. Some of these options are:
You can configure a specific job alert associated with candidates who submit the form. This allows you to send relevant job notifications to the candidates based on their preferences and qualifications1.
You can customize the instructions to complete the form. This allows you to provide clear and concise guidance to the candidates on how to fill out the form and what information is required2.
You can modify the messages displayed after the candidate submits the form. This allows you to thank the candidates for their interest, confirm their submission, and provide any additional information or next steps3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Creating Data Capture Forms, Slide 11 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 5: Candidate Relationship Management, Lesson: Creating Data Capture Forms, Slide 12 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Candidate Relationship Management 11% - 20%
NEW QUESTION # 31
Site Setup
Which of the following quick links are available in Command Center? Note: There are 3 correct answers to this question.
- A. Career Site
- B. API Credentials
- C. Recruiting Advanced Analytics
- D. Delete Jobs
- E. Career Site Builder
Answer: A,B,E
Explanation:
The Command Center is a central location where you can access various features and settings related to your Career Site Builder site. The quick links are shortcuts to the most commonly used functions, such as editing your site, managing your API credentials, or viewing your career site. The quick links available in Command Center are:
Career Site: This link opens your career site in a new tab, where you can see how it looks to candidates and test its functionality.
API Credentials: This link takes you to the API Credentials page, where you can generate, view, and revoke your API keys for integrating with external systems or services, such as job boards, CRM platforms, or analytics tools.
Career Site Builder: This link takes you to the Career Site Builder page, where you can edit your site settings, pages, components, styles, and content. You can also preview, publish, or revert your changes from here.
Recruiting Advanced Analytics and Delete Jobs are not quick links in Command Center, but they are available in other sections of the Admin Center. Recruiting Advanced Analytics is a reporting tool that allows you to measure and optimize your recruiting performance and candidate experience. Delete Jobs is a function that allows you to permanently remove jobs from your system, either individually or in bulk. Reference: 1, 2, 3
NEW QUESTION # 32
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