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SAP C_THR84_2311 Exam Questions
- SAP Certified Associate Certifications
- SAP SuccessFactors Recruiting: Candidate Experience 2H/2023 Certifications
- Topic 1: Configure the Candidate Relationship Management feature set/ Enable and do the basic setup for Career Site Builder
- Topic 2: Describe the Career Site Builder page types and components/ Move the Career Site Builder site to Production
- Topic 3: Enter translations for candidate-facing text/ Candidate Experience Overview and Project Kickoff
- Topic 4: Career Site Builder Pages and Components/ Career Site Builder Global Settings and Global Styles
- Topic 5: Career Site Design and Accessibility/ Describe the core components and the steps that are taken at the handoff from Sales
- Topic 6: Configure Global Settings, Global Styles/ Configure other features in Career Site Builder
- Topic 7: Describe career site accessibility/ Candidate Relationship Management
Free SAP C_THR84_2311 Exam Actual Questions
Note: Premium Questions for C_THR84_2311 were last updated On Dec. 16, 2024 (see below)
Job Delivery
As part of their sales2023 campaign, your customer wishes to post a link to YouTube that directs candidates to the Sales Jobs category page.
Which URL contains the correct tracking links for this scenario?
The correct URL for the scenario is:
https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube&utm_campaign=sales2023
This URL contains the correct tracking links for the following reasons:
The utm_source parameter specifies the source of the traffic, which is youtube in this case1.
The utm_campaign parameter specifies the name of the campaign, which is sales2023 in this case1.
The other options are incorrect for the following reasons:
What happens if a candidate is navigating the Career Site Builder site and clicks to access a branded page that has NOT been built?
Job Data Leading Practices
What are some leading practices when creating job descriptions in the requisition?
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.
What are some leading practices to format job requisitions so that the job description will render correctly in the Career Site Builder site?Note: There are 2 correct answers to this question.
To format job requisitions so that the job description will render correctly in the Career Site Builder site, you should follow these leading practices:
Use simple tags such as <li> or <b> in job descriptions. These tags are supported by Career Site Builder and can help you create bullet points, bold text, and other basic formatting options. Avoid using advanced tags such as
Which of the following statements describe recruitment marketing?Note: There are 2 correct answers to this question.
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:
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