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.
Use simple tags such as
Use advanced tags such as
Use Notepad or another plain text editor to copy and paste job descriptions.
Use Microsoft Word or Excel to copy and paste job descriptions.
To format job requisitions so that the job description will render correctly in the Career Site Builder site, you should follow these leading practices:
Where can you create links to hard-to-fill jobs on the Home page?Note: There are 2 correct answers to this question.
Within the category dropdown menu in the header
Within the Featured Jobs component
Within the Top Job Searches link in the footer
Within the content dropdown menu in the header
You can create links to hard-to-fill jobs on the Home page by using the following methods:
References:
Site Setup
Which of the following quick links are available in Command Center? Note: There are 3 correct answers to this question.
Recruiting Advanced Analytics
Career Site
Delete Jobs
API Credentials
Career Site Builder
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:
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.
When a user opens the home page for the site, Jobs at Best Run will display on the browser tab.
When Jobs at Best Run is returned in search engine results, it will display as a link to the CSB site.
Populating the Meta Keywords field is much more important that using keywords in the page content.
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.
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. References: [SAP SuccessFactors Recruiting: Candidate Experience Administration], Unit 6: Site Setup, Lesson: Site Metadata, Slide 4-5.
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.
You can configure a specific job alert associated with candidates who submit the form.
You can customize the instructions to complete the form.
You can configure the options when a candidate already has a candidate profile.
You can modify the messages displayed after the candidate submits the form.
You can add or remove fields on the data capture form.
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:
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:
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.
Check the Export Automated Process Logs from Command Center.
Check that each user has a unique email address.
Check the field mapping from Admin Center > Set Up Recruiting Marketing Job Field Mapping.
Check the Export Jobs to CSV log from Command Center.
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:
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:
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
Assume that the first time a candidate visited your customer's Career Site Builder site, they disabled LinkedIn cookies. But on their second visit, the candidate wants to enable LinkedIn cookies so they can use Apply with LinkedIn.How can they do this?
Once selected, it is NOT possible to change cookie preferences on a CSB site.
The cookie banner automatically appears each time a candidate visits the CSB site so they can select Modify Cookie Preferences.
The consultant must configure a component on the home page of the CSB site that allows candidates to Accept All Cookies.
The consultant must configure a link in the header or footer to allow candidates to access the Cookie Consent Manager to change their cookie preferences.
The Cookie Consent Manager is a feature that allows candidates to view and modify their cookie preferences on the Career Site Builder site. The Cookie Consent Manager can be accessed by clicking on a link in the header or footer of the site, which the consultant must configure in the Career Site Builder settings. The link can be customized with different text, icon, and style options. Once the candidate clicks on the link, they can see the list of cookies that are used on the site, and choose to enable or disable them based on their preferences. The candidate can also view the cookie policy and the privacy statement from the Cookie Consent Manager. The candidate’s cookie preferences are stored in their browser and applied on subsequent visits to the site, unless they clear their browser cache or change their preferences again. References:
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
Which of the following encrypts personal data used in the recruiting process?
Identity Authentication Service (IAS)
Data Retention Time Management (DRTM)
Secure Socket Layer (SSL)
Data Privacy Consent Statement (DPCS)
Secure Socket Layer (SSL) is a protocol that encrypts personal data used in the recruiting process. SSL ensures that the data transmitted between the candidate’s browser and the career site is secure and protected from unauthorized access or tampering1. SSL also helps to improve the candidate’s trust and confidence in the career site and the recruiting process2.
References:
When setting up Real Time Job Sync, where will you find the values to populate the Service Provider Settings in Provisioning?Note: There are 2 correct answers to this question.
The URLs, Username, and Password are from CSB > Tools > Manage API Credentials.
The Security Key is from CSB > Settings > Site Configuration > Site Integrations.
The API Key, Username, and Password are from CSB > Tools > Manage API Credentials.
API Key is from CSB > Settings > Site Configuration > Site Integrations.
When setting up Real Time Job Sync, the values to populate the Service Provider Settings in Provisioning can be found in two places:
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:
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.
Internals and externals may see different headers and footers.
Internals and externals may be able to apply to different jobs.
Internals and externals may see different page components.
Internals and externals may see different job layouts.
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:
What should you consider regarding mapping candidate statuses for Advanced Analytics?Note: There are 2 correct answers to this question.
Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does NOT need to be mapped.
After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session.
With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail.
Status mappings can only be completed when there is candidate data associated with each status on the Talent Pipeline.
According to the SAP Help Portal1, you should consider the following regarding mapping candidate statuses for Advanced Analytics:
References: Career Site Builder Status Mappings in Advanced Analytics
Which of the following are leading practices for using images on a Career Site Builder site?Note: There are 3 correct answers to this question.
Select images that have a strong focal point.
Do NOT use embedded text on images.
Unique alt text should be populated for all images in all languages.
Alt Text is NOT required for logos on the site.
All images on a Career Site Builder site should be oriented as portrait, NOT landscape.
References:
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.
It is critical to prevent the SSL certificate from expiring so that candidates are NOT blocked from accessing the CSB site.
Rather than setting up a certificate specifically for the CSB subdomain, a wildcard certificate can be used.
Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support.
SSL certificates must be installed for both the stage and production CSB environments.
The implementation consultant begins the SSL certificate process as soon as the site is moved to production.
Some leading practices regarding SSL certificates for Career Site Builder (CSB) sites are:
The other options are not valid leading practices regarding SSL certificates for CSB sites:
References:1:SAP Help Portal - SSL Certificate Expiration2:SAP Help Portal - Wildcard SSL Certificate3:SAP Help Portal - SSL Certificate Installation: [SAP Help Portal - SSL Certificate Renewal] : [SAP Help Portal - SSL Certificate Process]
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.
Consultants can create standard or custom XML feeds to meet their customers' job distribution requirements. Which of the following are associated with a standard XML feed?Note: There are 2 correct answers to this question.
All of the customer’s jobs are included in a standard XML Feed.
Customers need to renew XML job feeds annually.
One standard XML feed is included in the statement of work for a standard recruiting implementation.
The leading practice is to push the delivery of XML feeds using the FTP Scheduler in Command Center.
A standard XML feed is a predefined format of job data that can be used to distribute jobs to external job boards or aggregators. The following are associated with a standard XML feed:
When configuring Advanced Analytics, which applicant statuses do NOT need to be mapped?Note: There are 2 correct answers to this question.
Invited to Apply
Auto Disqualified
Forwarded
Withdrawn by Candidate
When configuring Advanced Analytics, you need to map the applicant statuses from the Recruiting Management module to the corresponding statuses in the Advanced Analytics module. This allows you to track and report on the candidate journey and the effectiveness of your sourcing channels and campaigns. However, some applicant statuses do not need to be mapped, as they are either not relevant or automatically mapped by the system. These statuses are:
The other statuses, Invited to Apply and Forwarded, do need to be mapped, as they are important for measuring the candidate experience and the recruiter performance. The Invited to Apply status is assigned to candidates who are invited to apply for a job requisition by the recruiter. This status should be mapped to the Sourced status in Advanced Analytics, to indicate that the candidate was sourced by the recruiter.The Forwarded status is assigned to candidates who are forwarded to another job requisition by the recruiter. This status should be mapped to the Forwarded status in Advanced Analytics, to indicate that the candidate was moved to another opportunity. 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:
TESTED 11 Nov 2024
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