Get C_THR84_2311 Dumps : Verified SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023

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. References: SAP SuccessFactors Recruiting: Candidate Experience documents available at SAP Training)

Some leading practices when using a link on a career site are:

• Populate the title text for each link.This will provide additional information about the link when the user hovers over it, and also improve the accessibility for screen readers and search engines1.
• If blue text is used on the site, ensure that it’s always used to represent links.This will create a consistent visual cue for the users to identify the links and avoid confusion2.
• When a user clicks on the link, immediately display what the user expects to see.This will enhance the user experience and satisfaction by reducing the loading time and providing relevant content3.

The other options are not leading practices when using a link on a career site:

• Include multiple links to the customer’s corporate site.This will distract the user from the main purpose of the career site, which is to apply for jobs, and also create a cluttered and confusing layout4.
• All external links from the career site should open in the same browser window. This will interrupt the user’s browsing flow and make it harder for them to return to the career site.It is better to open external links in a new browser tab or window5.

References:1:SAP Help Portal - Accessibility2:SAP Help Portal - Guidelines3:SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting4:SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration5:SAP Certification - C_THR84_2305 - SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023

Based on the web search results, some of the responsibilities of a functional consultant on a CSB implementation are:

• Work with the customer to develop a job distribution strategy. This involves understanding the customer’s business goals, target audience, and recruitment channels, and helping them to optimize their job postings and campaigns across various platforms, such as job boards, social media, and search engines12.
• Ensure that the job data supports the customer’s recruiting strategy. This involves analyzing the job requisitions, job descriptions, and job classifications, and ensuring that they are consistent, accurate, and compliant with the customer’s requirements and standards. It also involves configuring the CSB site to display the job data in a user-friendly and accessible way, using features such as search filters, job alerts, and job recommendations3 .
• Upsell additional solutions to the customer is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a sales or account manager, who would identify the customer’s needs and offer them additional products or services that could enhance their experience or solve their problems.
• Build the customer’s CSB site using custom plugins is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a technical consultant or a developer, who would create and implement custom code or plugins to extend the functionality or appearance of the CSB site, according to the customer’s specifications or requests.

References: Job Distribution, Career Site Builder Job Distribution, Job Data, [Career Site Builder Job Data], [Sales Consultant Job Description], [Technical Consultant Job Description]

• 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.

References:

• 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

When setting up a subdomain for a customer’s Career Site Builder site, the recommended naming convention is to use either careers..com or jobs..com, where is the name of the customer’s organization. These naming conventions are preferred because they:

• Indicate the purpose of the site, which is to showcase the career opportunities and the job openings of the customer.
• Enhance the search engine optimization (SEO) of the site, which helps to rank higher in the search results and attract more traffic and candidates.
• Maintain the branding and identity of the customer, which helps to build trust and recognition among the candidates and the visitors.
• Simplify the domain management and maintenance, which reduces the complexity and the cost of the site administration.

The other two options are incorrect because:

• .careers.com: This naming convention is not recommended because it uses a generic top-level domain (TLD) of .com, which does not indicate the specific country or region of the customer. This could cause confusion and ambiguity among the candidates and the visitors, especially if the customer operates in multiple markets or locations. Moreover, this naming convention could conflict with other existing domains that use the same TLD and the same prefix of careers.
• .com/jobs: This naming convention is not recommended because it uses a subdirectory or a subfolder of /jobs, rather than a subdomain. This could affect the performance and the security of the site, as well as the SEO ranking. For example, using a subdirectory could slow down the loading speed of the site, as it shares the same server and the same resources with the main domain. It could also expose the site to more risks and vulnerabilities, as it inherits the same security settings and the same certificates as the main domain. Furthermore, using a subdirectory could lower the SEO ranking of the site, as it competes with the main domain and the other subdirectories for the same keywords and the same authority.

References:

• SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
• SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
• [THR84 - SAP SuccessFactors Recruiting: Candidate Experience Academy]
• [THR84 - Unit 2: Site Setup]