Valid Dumps C-THR84-2411 Pdf & C-THR84-2411 Valid Dumps Files

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q67-Q72):

NEW QUESTION # 67
Implement Advanced Analytics
What are some considerations when defining user permissions for Advanced Analytics? Note: There are 2 correct answers to this question.

A. Advanced Analytics user permissions are configured in Command Center.
B. Advanced Analytics user permissions CANNOT be configured until after the Career Site Builder site is live.
C. Users can be given permissions to view only the high-level report, or can also be provided with the ability to drill to details.
D. Users must be set up for Recruiter SSO.

Answer: A,C

Explanation:
Option B is correct because Advanced Analytics user permissions are configured in Command Center, which is the administration tool for SAP SuccessFactors Recruiting Marketing. In Command Center, you can assign users to different roles and grant them access to view and use the Advanced Analytics reports1.
Option C is correct because users can be given permissions to view only the high-level report, or can also be provided with the ability to drill to details. The high-level report shows the overall performance of the career site and the sources, while the drill to details feature allows users to see the individual candidate records and actions1.
Option A is incorrect because Advanced Analytics user permissions can be configured before or after the Career Site Builder site is live. However, it is recommended to configure the user permissions before the site is live, so that the users can access the reports as soon as the data is available1.
Option D is incorrect because users do not need to be set up for Recruiter SSO to access Advanced Analytics. Recruiter SSO is a feature that allows recruiters to log in to the Recruiting Management system using their Recruiting Marketing credentials. This feature is optional and does not affect the user permissions for Advanced Analytics2.
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: Setting Admin User Permissions | SAP Help Portal
4: Recruiter SSO | SAP Help Portal

NEW QUESTION # 68
What are some leading practices when creating a color palette for the Career Site Builder site? Note: There are 3 correct answers to this question.

A. Use the opacity slider to lighten a color in your palette instead of creating a new color.
B. Enter a label for each color in your customer's color palette.
C. Add only the 20 most important colors for the customer's brand.
D. Add colors for all brands that will be needed for a multi-branded site.
E. Create colors using the color picker grid or by typing in the RGB or hex code.

Answer: A,B,E

Explanation:
Comprehensive and Detailed In-Depth Explanation:Creating a color palette in CSB'sGlobal Stylesensures brand consistency:
* Option C (Enter a label for each color in your customer's color palette): Correct. Labeling (e.g.,
"Primary Blue") aids maintenance and ensures clarity for multi-user teams, a best practice in SAP guides.
* Option D (Create colors using the color picker grid or by typing in the RGB or hex code): Correct.
CSB supports precise color input via picker or codes, aligning with branding guidelines.
* Option E (Use the opacity slider to lighten a color in your palette instead of creating a new color):
Correct. This optimizes palette size and maintains consistency, avoiding unnecessary duplicates.
* Option A (Add only the 20 most important colors for the customer's brand): Incorrect. There's no strict limit; the palette should reflect all needed colors, not an arbitrary cap.
* Option B (Add colors for all brands that will be needed for a multi-branded site): Incorrect as a
"leading practice." While relevant, it's situational, not a universal rule.SAP'sCareer Site Builder Administration Guidevalidates C, D, E as leading practices.References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (Global Styles).

NEW QUESTION # 69
Which of the following are features of the clean core dashboard?
Note: There are 2 correct answers to this question.

A. It can be accessed by using SAP For Me.
B. It can be used in all SAP S/4HANA Cloud editions.
C. Customers can use the dashboard in the dev test production tenants.
D. Customers can grant access to the dashboard to partners.

Answer: A,C

NEW QUESTION # 70
Assume that you have set up and run Recruiter Sync, but users do NOT appear in Career Site Builder under Users > Roles > Admin Users.What are some of the steps you can take to troubleshoot this issue?Note: There are 2 correct answers to this question.

A. Check that each user has a unique email address.
B. Check the Export Jobs to CSV log from Command Center.
C. Check the field mapping from Admin Center > Set Up Recruiting Marketing Job Field Mapping.
D. Check the Export Automated Process Logs from Command Center.

Answer: A,D

Explanation:
Recruiter Sync is a process that synchronizes the user data from SAP SuccessFactors Recruiting Management to Career Site Builder. If users do not appear in Career Site Builder after running Recruiter Sync, you can troubleshoot this issue by checking the following:
Check the Export Automated Process Logs from Command Center. This will show you the status and details of the Recruiter Sync process, such as the start time, end time, number of records processed, and any errors or warnings. You can also download the log file for further analysis.
Check that each user has a unique email address. This is a requirement for Recruiter Sync to work properly. If there are duplicate email addresses in the user data, the process will fail and the users will not be synced to Career Site Builder. You can use the User Data File report from Command Center to identify and resolve any duplicate email addresses. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 1: Candidate Experience Overview and Project Kickoff, Lesson: Recruiter Sync, Slide 5-6.

NEW QUESTION # 71
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?

A. Map page
B. Category page
C. Content page
D. Landing page

Answer: C

Explanation:
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 with different 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:
They have existing content pages on their corporate website or intranet that they want to reuse or integrate with their CSB site, without duplicating or migrating them.
They have complex or interactive content pages that require advanced coding or functionality that is not supported by CSB, such as animations, games, quizzes, or surveys.
They have content pages that need to comply with specific legal or security requirements that are not met by CSB, such as data privacy, encryption, or authentication.
Some examples of content pages that are often hosted externally and linked with CSB sites are:
About Us: This page provides information about the company's history, vision, mission, values, and culture. It may also include testimonials, awards, or achievements of the company or its employees.
Diversity and Inclusion: This page showcases the company's commitment and efforts to foster a diverse and inclusive workplace, and to support various groups and initiatives, such as women, veterans, LGBTQ+, or sustainability.
Benefits: This page details the benefits and perks that the company offers to its employees, such as health insurance, retirement plan, wellness program, or employee discounts.
Learning and Development: This page highlights the learning and development opportunities and resources that the company provides to its employees, such as training courses, certifications, mentoring, or career coaching.
Events: This page lists the upcoming events that the company is hosting or participating in, such as webinars, career fairs, or networking sessions. It may also allow candidates to register or RSVP for the events. Reference
https://training.sap.com/course/hr832-sap-successfactors-recruiting-candidate-experience-administration-classroom-094-g-en/
https://learning.sap.com/learning-journeys/configure-sap-successfactors-recruiting-recruiter-experience

NEW QUESTION # 72
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Valid Dumps C-THR84-2411 Pdf & C-THR84-2411 Valid Dumps Files

Pass Guaranteed Quiz High-quality SAP - C-THR84-2411 - Valid Dumps SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Pdf

SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q67-Q72):

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