SAP TEST C-THR84-2405 STUDY GUIDE EXAM INSTANT DOWNLOAD | UPDATED LATEST C-THR84-2405 REAL TEST

SAP Test C-THR84-2405 Study Guide Exam Instant Download | Updated Latest C-THR84-2405 Real Test

SAP Test C-THR84-2405 Study Guide Exam Instant Download | Updated Latest C-THR84-2405 Real Test

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The objective of C-THR84-2405 is to assist candidates in preparing for the SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience (C-THR84-2405) certification test by equipping them with the actual SAP C-THR84-2405 questions PDF and C-THR84-2405 practice exams to attempt the prepare for your C-THR84-2405 Exam successfully. The SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience (C-THR84-2405) practice material comes in three formats, desktop C-THR84-2405 practice test software, web-based C-THR84-2405 practice exam, and C-THR84-2405 Dumps PDF that cover all exam topics.

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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q76-Q81):

NEW QUESTION # 76
What are some options when sending an email campaign?Note: There are 2 correct answers to this question.

  • A. Email campaigns can be configured to be sent at a later time.
  • B. Up to 5 million candidates can be added to an email campaign.
  • C. A test email can be sent.
  • D. An email campaign can be sent multiple times.

Answer: C,D

Explanation:
When sending an email campaign, you have the following options:
An email campaign can be sent multiple times. You can use the same email campaign template and content to send to different groups of candidates or at different times. You can also edit the email campaign before sending it again, if needed.
A test email can be sent. You can send a test email to yourself or to a colleague to preview how the email campaign will look and function. This can help you check the formatting, layout, links, and personalization of the email campaign before sending it to the actual candidates. Reference: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Candidate Relationship Management, Lesson: Email Campaigns, Slide 10-11.


NEW QUESTION # 77
Based on leading practices, which of the following page types can contain job listings?

  • A. Landing page
  • B. Home page
  • C. Content page
  • D. Category page

Answer: D

Explanation:
Category pages are designed to display job listings based on predefined criteria, such as location, function, or industry. They allow candidates to browse and filter jobs that match their interests and qualifications. Category pages can also include components such as banners, videos, or testimonials to showcase the employer brand and culture.


NEW QUESTION # 78
Which of the following statements describe recruitment marketing?Note: There are 2 correct answers to this question.

  • A. The collection of candidate information and organization of prospects based on experience and skills
  • B. The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job
  • C. The focus is on the immediate need to fill a specific job opening
  • D. The practice of promoting the value of an employer's brand in order to recruit talent

Answer: B,D

Explanation:
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:


NEW QUESTION # 79
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?

  • A. Add the field to the Candidate Profile template.
  • B. Add the field to the Application template.
  • C. Add the field to a data capture form.
  • D. Add the field to the Create an Account page.

Answer: C

Explanation:
Option A is correct because adding the field to a data capture form will allow candidates to complete it during the job fair even if they do not apply for a job. A data capture form is a tool that collects candidate information on a landing page without requiring them to create an account or submit an application. Data capture forms can be used for events, campaigns, or surveys to engage with potential candidates and build talent pools1.
Option B is incorrect because adding the field to the Application template will only allow candidates to complete it if they apply for a job. The Application template is the form that candidates fill out when they apply for a specific job requisition on the career site. The Application template is not suitable for capturing candidate information for general events or campaigns2.
Option C is incorrect because adding the field to the Candidate Profile template will only allow candidates to complete it if they create or update their profile on the career site. The Candidate Profile template is the form that candidates fill out when they create or update their profile on the career site. The Candidate Profile template is not suitable for capturing candidate information for general events or campaigns3.
Option D is incorrect because adding the field to the Create an Account page will only allow candidates to complete it if they create an account on the career site. The Create an Account page is the page that candidates see when they click on the Create an Account button on the career site. The Create an Account page is not suitable for capturing candidate information for general events or campaigns.
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: Creating and Editing Data Capture Forms | SAP Help Portal
4: Application Template | SAP Help Portal
5: Candidate Profile Template | SAP Help Portal
[6]: Create an Account Page | SAP Help Portal


NEW QUESTION # 80
What are some leading practices regarding the timing of the Advanced Analytics implementation?Note: There are 3 correct answers to this question.

  • A. Implement Advanced Analytics immediately following the Career Site Builder site go-live.
  • B. The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun.
  • C. Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live.
  • D. The steps to implement Advanced Analytics must be completed over two or more days.
  • E. Advanced Analytics can be implemented when the applicant status set is created.

Answer: A,B,C

Explanation:
Some leading practices regarding the timing of the Advanced Analytics implementation are:
Even if Advanced Analytics is configured much later, Advanced Analytics reports contain data beginning when the Career Site Builder career site went live. This means that you do not lose any historical data if you delay the Advanced Analytics configuration1.
Implement Advanced Analytics immediately following the Career Site Builder site go-live. This helps you to monitor the performance and effectiveness of your career site and optimize it based on the insights from the reports2.
The fields the customer wishes to report on do NOT need to be considered until the Advanced Analytics implementation has begun. This is because the Advanced Analytics reports are based on the applicant status set, which is already defined in the Recruiting Management module. You do not need to create any custom fields or mappings for the Advanced Analytics reports3.
Reference:
SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 6 SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 7: Implement Advanced Analytics, Lesson: Implementing Advanced Analytics, Slide 7 SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Implement Advanced Analytics <= 10%


NEW QUESTION # 81
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