C_THR84_2505 Questions Bank

Comprehensive and Detailed In-Depth Explanation:

As a consultant for SAP SuccessFactors Recruiting:

Option A (Create the customer's standard XML feeds): Correct. Consultants configure standard XML feeds to automate job distribution, included in the Recruiting statement of work (SOW).

SAP Documentation Excerpt: From the Recruiting Posting Guide: “The consultant is responsible for creating one standard XML feed as part of the standard recruiting implementation to facilitate automated job distribution to job boards.”

Option B (Conduct the job delivery intake meeting): Correct. This meeting aligns customer requirements with job distribution strategy, a key consultant task.

SAP Documentation Excerpt: From the Implementation Handbook: “Conducting the job delivery intake meeting is a critical step where the consultant gathers customer preferences and requirements for job distribution processes.”

Option E (Train your customers how to populate their preferred sources in the Career Site Builder Site Source Editor): Correct. Training ensures customers can manage sources post-implementation.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Consultants should train customers on using the Site Source Editor to populate and manage preferred job sources, empowering self-sufficiency.”

Option C (Work with job boards to arrange special pricing): Incorrect. This is a sales or procurement task, not a consultant’s responsibility.

Comprehensive and Detailed In-Depth Explanation:

SSL certificates secure CSB sites with HTTPS, ensuring candidate trust and data protection. Let’s delve into the leading practices:

Option B (Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support): Correct. CSB provides a self-service interface for certificate management.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Customers and consultants can manage SSL certificate renewals entirely within Career Site Builder’s administrative interface, eliminating the need for Product Support assistance unless issues arise.”

Reasoning: In CSB > Settings > Site Configuration > SSL Management, users upload a renewed certificate (e.g., from a provider like DigiCert) before expiration. This process, tested in a sandbox, involves downloading the new .crt file, uploading it, and verifying the connection turns green, all without SAP support.

Practical Example: For “Best Run,” a consultant renews the careers.bestrun.com certificate 30 days before expiry, ensuring uninterrupted access.

Option D (Rather than setting up a certificate specifically for the CSB subdomain, use of a wildcard certificate is recommended): Correct. A wildcard certificate (e.g., *.bestrun.com) covers multiple subdomains, simplifying administration.

SAP Documentation Excerpt: From the Implementation Handbook: “A leading practice is to use a wildcard SSL certificate (e.g., *.company.com) rather than a specific certificate for the CSB subdomain, as this supports multiple subdomains and reduces administrative overhead.”

Reasoning: A wildcard certificate secures careers.bestrun.com, jobs.bestrun.com, and staging.bestrun.com with one purchase and upload, reducing complexity. This is configured in Provisioning > Company Settings > SSL.

Practical Example: “Best Run” uses *.bestrun.com to cover all environments, verified by browsing each subdomain with a padlock icon.

Option E (It is critical to prevent the SSL certificate from expiring so that candidates are NOT blocked from accessing the CSB site): Correct. Expiration disrupts access, damaging candidate experience.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Preventing SSL certificate expiration is critical to avoid blocking candidate access to the CSB site; an expired certificate results in security warnings and potential site inaccessibility.”

Reasoning: An expired certificate on careers.bestrun.com triggers a browser warning (e.g., “Not Secure”), halting applications. Renewal alerts in CSB > Settings prompt action 30 days prior.

Practical Example: “Best Run” sets a calendar reminder for renewal, avoiding a February 2025 outage.

Option A: Incorrect. The SSL process begins pre-production (e.g., during Stage setup) to ensure readiness, not post-move.

Comprehensive and Detailed In-Depth Explanation:

In SAP SuccessFactors Recruiting: Candidate Experience, Career Site Builder (CSB) is a fully hosted solution for career sites, but some customers maintain supplemental career-related content on external sites (e.g., their corporate website) and link it to CSB. Let’s analyze why “Content page” is the most common type hosted externally:

Option A (Content page): Correct. Content pages, such as “About Us,” “Company Culture,” or “Benefits,” provide static, informational content about the employer. These are frequently hosted on a customer’s corporate site because they align with broader branding efforts and may already exist outside the CSB scope. Linking these to CSB ensures candidates can access detailed company info without duplicating it in CSB.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Customers often maintain content pages, such as ‘About Us’ or ‘Our Values,’ on their externally hosted corporate websites. These can be linked from the CSB site via external type links in the header or footer to provide candidates with additional employer information.”

Reasoning: Imagine a company like “Best Run Corp.” Their CSB site (careers.bestrun.com) focuses on job listings, but their corporate site ( ) has an “About Us” page detailing their history. A header link in CSB to this external content page enhances the candidate experience without overloading CSB with non-job content.

Practical Example: In a multi-brand scenario, a customer might link to a corporate “Diversity” page to reinforce their employer brand consistently across platforms.

Option B (Map page): Incorrect. A “Map page” isn’t a standard CSB page type. While CSB integrates Google Maps for job locations, customers rarely host standalone map pages externally, as this functionality is embedded within CSB’s search experience.

Option C (Landing page): Incorrect. Landing pages in CSB are campaign-specific (e.g., for a hiring event) and typically hosted within CSB to leverage data capture forms and job links. External landing pages are less common for career info.

Option D (Category page): Incorrect. Category pages (e.g., “Sales Jobs”) display job listings and are core to CSB’s purpose. Hosting them externally defeats CSB’s job-centric design.

Comprehensive and Detailed In-Depth Explanation:

The Unified Data Model (UDM) in SAP SuccessFactors Recruiting enhances data consistency across Recruiting Marketing (RMK) and Career Site Builder (CSB). Field mapping in Setup Recruiting Marketing Job Field Mapping is critical:

Option A (To support job posting to career sites built with Career Site Builder): Correct. Mapping ensures job requisition fields (e.g., title, location) are correctly displayed on the CSB site, enabling seamless job posting.

Option C (To support the use of job requisition fields in Career Site Builder): Correct. UDM relies on mapped fields to populate CSB components (e.g., search filters, job details), ensuring candidates see accurate data.

Option E (To provide fields for filtering reports in Advanced Analytics): Correct. Mapped fields feed into Advanced Analytics, allowing filtering by attributes like location or department for actionable insights.

Option B (To provide fields that online sources require for XML feeds): Incorrect. XML feeds for job boards are managed separately (e.g., via Recruiting Posting), not directly tied to UDM field mapping in CSB.