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

Text on websites is an important element of the candidate experience, as it conveys information, instructions, and messages to the visitors. Some leading practices regarding text on websites are:

• Use high contrast text, for example, black text on a white background: High contrast text improves readability and accessibility, as it makes the text stand out from the background and reduces eye strain. High contrast text also helps people with visual impairments or color blindness to perceive the text better. You can use the Color Contrast Analyzer tool1 to check the contrast ratio of your text and background colors.
• Use half the word count or less than conventional writing: Web users tend to scan rather than read text, so it is important to use concise and clear language that conveys the main points quickly and effectively. You can use the Hemingway Editor tool2 to check the readability and simplicity of your text and eliminate unnecessary words, passive voice, or complex sentences.
• Break up lengthy content and separate with headings: Long blocks of text can be overwhelming and boring for web users, so it is advisable to break up the content into smaller chunks and use headings to organize and label them. Headings help web users to navigate and find the information they need, and also improve the SEO (search engine optimization) of your site. You can use the HTML Heading Structure tool3 to check the hierarchy and consistency of your headings.
• Avoid using bulleted or numbered lists: This is not a correct answer, because bulleted or numbered lists are useful for presenting multiple items or steps in a concise and structured way. Lists help web users to scan and comprehend the information easily, and also add visual variety to the text. However, you should avoid using too many or too long lists, as they can lose their impact and clarity. You can use the List-o-matic tool4 to generate HTML code for your lists.
• Use a serif font (such as Times New Roman), rather than a sans-serif font (such as Arial): This is not a correct answer, because the choice of font depends on the purpose, audience, and style of your site. Serif fonts have small strokes or lines at the end of the letters, while sans-serif fonts do not. Serif fonts are usually considered more traditional, formal, and elegant, while sans-serif fonts are more modern, casual, and simple. However, there is no definitive rule on which font is better for web text, as both have their advantages and disadvantages. You can use the Font Squirrel tool to find and download free web fonts for your site. References:

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.

Some leading practices to distribute jobs for SAP SuccessFactors Recruiting customers are:

• Automated XML feeds: This is a method of sending job data from SAP SuccessFactors Recruiting to external job boards or aggregators in a standardized format. XML feeds can be configured to run on a scheduled basis, and can include filters and parameters to controlthe data that is sent. XML feeds can improve the accuracy, timeliness, and reach of your job postings, and can also enable tracking and reporting of the source of candidates.
• Recruiting Posting: This is a feature of SAP SuccessFactors Recruiting that allows you to post jobs to multiple job boards or aggregators with a single click. Recruiting Posting can be accessed from the Job Requisition page, where you can select the channels, countries, and languages for your job postings. Recruiting Posting can save you time and money, and can also provide analytics and insights on the performance of your job postings.

Automated OData feeds and job scrapes are not leading practices to distribute jobs for SAP SuccessFactors Recruiting customers. OData feeds are used to extract data from SAP SuccessFactors Recruiting for reporting or integration purposes, but they are not designed to send job data to external sites. Job scrapes are methods of extracting job data from your career site by external job boards or aggregators, but they are not reliable, secure, or consistent, and they may not capture all the relevant data or reflect the latest changes. References:

• SAP SuccessFactors Recruiting: Candidate Experience 2H/2023
• SAP SuccessFactors Recruiting: Candidate Experience Academy
• HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration
• HR840 - SAP SuccessFactors Recruiting: Recruiter Experience Administration

Career Site Builder (CSB) is a tool that allows customers to create and manage their own career sites without the need for coding or technical skills. Some of the advantages of building a career site with CSB are:

• Candidates can apply for jobs on a mobile device or a tablet, as CSB sites are responsive and adaptive to different screen sizes and orientations. This enhances the candidate experience and accessibility of the site.
• Customers can update their CSB career sites on their own, as CSB provides a user-friendly interface and a preview mode that allows customers to see the changes before publishing them. This gives customers more control and flexibility over their site content and design.
• Customers can have multiple domain names for their branded site, as CSB supports the use of custom domains and subdomains for different languages, regions, or brands. This allows customers to tailor their site to different audiences and markets.

References: Career Site Builder Overview, Career Site Builder Global Settings and Global Styles, Career Site Builder Pages and Components, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

Some leading practices when creating Category pages are:

• Page titles should end with the word Jobs or Careers for better search engine optimization (SEO).This will help the career site rank higher in search engines and attract more candidates1.
• Category pages use the same design layout to provide a consistent user experience.This will make the career site look professional and easy to navigate2.
• Category pages host minimal content to allow candidates to find jobs quickly and easily.This will reduce the cognitive load and increase the conversion rate of the candidates3.

The other options are not leading practices when creating Category pages:

• Category pages contain different headers and footers than the Home page. This will create confusion and inconsistency for the candidates and may affect the branding of the career site.
• Category pages do NOT contain jobs that appear on other Category pages. This will limit the exposure and visibility of the jobs and may prevent candidates from finding the best fit for their skills and interests.

References:1:SAP Help Portal - SEO Best Practices2:SAP Help Portal - Guidelines3:SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting: [SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration] : [SAP Certification - C_THR84_2305 - SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023]

A standard Recruiting statement of work (SOW) is a document that defines the scope, deliverables, and timeline of a Recruiting implementation project. It also specifies the roles and responsibilities of the project team, the assumptions and dependencies, and the acceptance criteria. According to the Recruiting Implementation Handbook, a standard Recruiting SOW includes the following tasks:

• Enable Mobile Apply: This task involves enabling the Mobile Apply feature, which allows candidates to apply for jobs using their mobile devices. The Mobile Apply feature supports various application methods, such as uploading a resume, using a LinkedIn profile, or filling out an application form.
• Configure one job layout: This task involves configuring the appearance and content of the job posting page, which displays the details of a job requisition. The job layout can be customized using Career Site Builder, which provides various components and widgets to enhance the job posting page.
• Configure one standard XML feed: This task involves configuring the XML feed, which is a file that contains the data of the job requisitions. The XML feed can be used to post jobs to external job boards, such as Indeed or Monster, or to internal career sites.

The following tasks are not included in a standard Recruiting SOW:

• Enable LinkedIn integration: This task involves enabling the LinkedIn integration, which allows candidates to use their LinkedIn profile to apply for jobs, and recruiters to source candidates from LinkedIn. The LinkedIn integration requires additional configuration and licensing, and is considered as an optional or custom task.
• Configure 20 Category or Content pages: This task involves configuring the Category or Content pages, which are the pages that display the information or content related to the career site, such as the company culture, benefits, or events. The Category or Content pages can be created and managed using Career Site Builder, which provides various components and widgets to enhance the pages. However, the standard Recruiting SOW only includes the configuration of up to 10 Category or Content pages, not 20.

References:

• Recruiting Implementation Handbook: This document provides an overview of the Recruiting implementation process, including the project phases, tasks, deliverables, and best practices. It also provides the sample SOWs for standard and custom Recruiting projects.

According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, the actions you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site are:

• Deliver source-coded backlinks so that your customer can replace all links from their externally-hosted sites to their CSB site. This means that you need to add a source parameter to the URL of each link that points to the CSB site, such as ?source=corporate. This will allow the CSB site to track the source of the traffic and report it in the Advanced Analytics dashboard1.
• Submit the Referral Engine Task support ticket after moving your customer’s CSB site to production. This is a mandatory step that enables the Referral Engine feature, which is a tool that allows you to create and manage referral campaigns for your CSB site. The Referral Engine also provides reporting on the referral sources and conversions of the candidates who applied through the CSB site1.
• Adding a campaign code to all XML job feeds that you create for your customer is not an action you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site. This is because the campaign code is used to track the performance of the job postings on external platforms, such as job boards or social media, and not on the corporate site. The campaign code is also optional and not required for the XML job feeds to work23.
• Recommending that your customer opt-in for the Organic Network is not an action you need to take to facilitate reporting on which candidates arrived at the CSB site from the corporate site. This is because the Organic Network is a feature that allows your customer to leverage the existing traffic on their CSB site to promote their jobs to other relevant candidates, and not to track the traffic from their corporate site. The Organic Network is also optional and not required for the CSB site to function4.

References: XML Job Feeds, Campaign Codes, SAP SuccessFactors Recruiting: Candidate Experience Administration, Organic Network

Some leading practices regarding SSL certificates for Career Site Builder (CSB) sites are:

• It is critical to prevent the SSL certificate from expiring so that candidates are not blocked from accessing the CSB site.An expired SSL certificate will cause security warnings and errors for the candidates and may damage the reputation and trust of the company1.
• Rather than setting up a certificate specifically for the CSB subdomain, a wildcard certificate can be used. A wildcard certificate is a certificate that covers multiple subdomains under the same domain name, such as *.example.com.This will save time and cost for the customer and simplify the certificate management process2.
• SSL certificates must be installed for both the stage and production CSB environments.This will ensure that the CSB site is secure and functional in both environments and allow for testing and validation before moving to production3.

The other options are not valid leading practices regarding SSL certificates for CSB sites:

• Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support. This is not true, as the SSL certificate renewal process requires coordination and communication between the customer, the certificate authority, and the Product Support team. The customer or consultant can initiate the renewal request in CSB, but they still need to provide the certificate files and information to Product Support for installation.
• The implementation consultant begins the SSL certificate process as soon as the site is moved to production. This is not a leading practice, as the SSL certificate process should be started as early as possible in the project timeline, preferably during the design phase. This will allow enough time for the certificate procurement, installation, and testing, and avoid any delays or issues in the go-live phase.

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]

• Option B is correct because Advanced Analytics provides insight into which sources are delivering high-quality candidates. Advanced Analytics measures the source quality by calculating the conversion rates of candidates from different sources at each stage of the recruiting funnel, such as visits, applications, interviews, and hires.This helps customers to evaluate the effectiveness and return on investment of their sources and optimize their sourcing strategy1.
• Option C is correct because Advanced Analytics allows customers to drill into recruiting data such as dates, brands, and job categories. Advanced Analytics enables customers to filter and segment the data by various dimensions, such as date range, brand, locale, job category, job function, job level, and source.This allows customers to analyze the data in more detail and compare the performance of different segments1.
• Option D is correct because Advanced Analytics allows customers to evaluate trends in source performance over time. Advanced Analytics displays the data in graphical and tabular formats, such as line charts, bar charts, pie charts, and tables.These formats allow customers to visualize the changes and patterns in the data over time and identify the sources that are increasing or decreasing in quality and quantity1.
• Option A is incorrect because Advanced Analytics does not provide a variety of options for generating graphics to display report results. Advanced Analytics uses predefined graphics that are based on the best practices and standards for data visualization.Customers cannot customize or change the graphics in Advanced Analytics2.
• Option E is incorrect because Advanced Analytics does not allow customers to track direct and indirect recruiting costs for job postings. Advanced Analytics does not capture or calculate the costs associated with the sources or the job postings.Advanced Analytics focuses on the candidate behavior and outcomes, not on the financial aspects of recruiting2.

References:

• 1: Advanced Analytics | SAP Help Portal
• 2: HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration | SAP Training

It is important to set up CSB Role Based Permission from CSB > Users > Roles because:

• Until CSB Role Based Permission is enabled, all users with access to CSB have all permissions in the tool. This means that any user who can log in to CSB can perform any action, such as creating, editing, deleting, publishing, or syncing pages, components, settings, or translations. This could pose a risk of unauthorized or accidental changes, errors, or conflicts in the site configuration and content. Therefore, it is recommended to enable CSB Role Based Permission and assign different roles to different users based on their responsibilities and tasks.
• Site setup settings are located within CSB and should only be accessed by trained administrators. These settings include the site name, site ID, site URL, site language, site theme, site layout, site logo, site favicon, site integrations, site analytics, and site SEO. These settings are critical for the functionality, performance, and appearance of the site, and should not be modified by untrained or inexperienced users. Therefore, it is recommended to set up CSB Role Based Permission and restrict the access to these settings to only the administrators who are responsible for the site setup and maintenance.

The other two options are incorrect because:

• Until CSB Role Based Permission is enabled, NO users can access CSB. This is not true, as users can still access CSB if they have the permission to access the Career Site Buildertool in the Provisioning system. However, they will have all permissions in the tool, which is not desirable for the reasons explained above.
• Only one CSB role can be assigned per user, so additional roles may need to be created to satisfy your customer’s permission requirements. This is not true, as users can have multiple CSB roles assigned to them, as long as the roles do not conflict with each other. For example, a user can have both the Content Editor and the Translator role, which allows them to edit and translate the site content. However, a user cannot have both the Administrator and the Content Editor role, as the Administrator role already includes the Content Editor role.

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 1: Candidate Experience Overview and Project Kickoff]
• [THR84 - Unit 2: Site Setup]

 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

The Translation menu in Career Site Builder gives you access to the Translation Editor, which allows you to provide your own wording in place of default labels in your career site. You can use the translation editor to change the wording for labels anywhere in your career site, such as job field mappings labels and site buttons. The other options are not examples of something you can change using the Translation menu, as they are configured in other menus or settings in Career Site Builder. References: Translation Editor in Career Site Builder Tools

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

 The search component allows customers to configure picklist searches that can be used as filters by candidates. The picklist search is dynamically populated with values from the career site’s active jobs, which means that only relevant values will be displayed. The picklist search gives customers access to 18 fields that they can add as search filters, such as job category, location, job level, etc. The picklist search does not support the use of foundation/generic objects, which means that customers cannot use custom fields or objects as filters. The picklist search is not automatically populated with all picklist values configured in Picklist Center, which means that customers have to map the picklist values to the corresponding fields in the job requisition template. References: Career Site Builder Pages and Components, Career Site Builder Global Settings and Global Styles, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

Job delivery is the process of distributing job postings to various channels, such as job boards, social media, or search engines, to attract candidates to the Career Site Builder (CSB) site. SAP SuccessFactors Recruiting offers two options to automate job delivery:

• Automated standard XML feeds and custom XML feeds: This option allows customers to generate XML files that contain the job data from SAP SuccessFactors Recruiting Management and send them to the selected job boards via FTP or HTTP. The standard XML feed is a predefined format that is compatible with most job boards, while the custom XML feed is a customized format that can be tailored to the specific requirements of a job board. Customers can configure the frequency, content, and destination of the XML feeds in the Manage Job Board Settings tool in SAP SuccessFactors Recruiting Management.
• Automated standard XML feeds and Recruiting Posting: This option allows customers to leverage the Recruiting Posting solution, which is a cloud-based service that connects SAP SuccessFactors Recruiting Management with over 4000 job boards and social media platforms. Customers can use the standard XML feed to send the job data to the Recruiting Posting solution, which then distributes the job postings to the selected channels. Customers can also track the performance and status of the job postings in the Recruiting Posting dashboard.

References:

• SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Overview of Job Delivery
• SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Job Delivery <= 10%

You can create a branded email layout for your customer to customize the look and feel of your email communications with candidates. You can use the email layout to add your logo, colors, fonts, and other elements that match your brand identity. You can also use the email layout to add dynamic content, such as candidate name, job title, or recruiter name, to personalize your messages. When you have enabled Candidate Relationship Management and created a branded email layout, you can use it in the following scenarios:

• When sending an email from the Candidate Workbench: The Candidate Workbench is a tool that allows you to manage your candidates and their activities. You can use the Candidate Workbench to send emails to individual or multiple candidates, and select the email layout that you want to use1.
• When sending an email from the Candidate Search page: The Candidate Search page is a tool that allows you to search for candidates based on various criteria, such as keywords, location, skills, or status. You can use the Candidate Search page to send emails to the candidates that match your search results, and select the email layout that you want to use2.

References:

• SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Candidate Relationship Management, Lesson: Sending Emails to Candidates, Slide 8
• SAP SuccessFactors Recruiting: Candidate Experience Academy, Unit 5: Candidate Relationship Management, Lesson: Sending Emails to Candidates, Slide 9
• SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Areas: Candidate Relationship Management 11% - 20%

The trigger that you will enable for this purpose is Data Capture Form Submitted - Welcome and Set Password Email. This trigger is used to send an email to candidates who complete a data capture form on the career site, inviting them to create a password and access their candidate profile. This email can be customized using the Recruiting Email Notification template and the Recruiting email trigger settings. This email helps to engage candidates and encourage them to apply for jobs or join talent pools. References: Candidate Relationship Management, Other Career Site Setup, HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

SAP SuccessFactors

Some key features of a fully hosted Career Site Builder (CSB) site are:

• When a candidate visits a company’s corporate site and clicks a link to view careers, they are directed to the CSB site.This will provide a seamless and branded experience for the candidates and allow them to explore the company’s culture, values, and opportunities1.
• All information regarding available jobs and additional information pertaining to employment are displayed in the CSB site.This will enable the candidates to find and apply for jobs that match their interests and qualifications, and also learn more about the company’s benefits, diversity, and social responsibility2.

The other options are not valid features of a fully hosted CSB site:

• When a candidate visits a company’s corporate site and clicks a link to view careers, they are directed to an applicant tracking system.This will create a disjointed and unappealing experience for the candidates and may discourage them from applying or returning to the site3.
• The customer maintains their own career site in addition to the CSB career site.This will create duplication and inconsistency of content and design, and also increase the maintenance and cost for the customer4.

References:1:SAP Help Portal - Fully Hosted Career Site2:SAP Help Portal - Career Site Builder Overview3:SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting4:SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

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:

• 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. 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

The “Hear more about career opportunities” flag (also called “Consent to Marketing”) is a setting that allows candidates to opt-in or opt-out of receiving email campaigns from thecustomer. Email campaigns are a way of engaging with candidates and informing them about relevant job opportunities, events, or news. The options for enabling the “Hear more about career opportunities” flag are:

• The candidate updates the setting for “Hear more about career opportunities” from their candidate profile. This option allows candidates to change their preference at any time from their profile page on the Career Site Builder (CSB) site. They can also view and manage their email subscriptions from the same page.
• The candidate selects “Hear more about career opportunities” when creating an account. This option allows candidates to opt-in to receive email campaigns when they register for an account on the CSB site. They can also choose which types of email campaigns they want to receive, such as job alerts, newsletters, or events.
• An Initial Consent email campaign is sent, and if the candidate clicks the opt-in link, the “Hear more about career opportunities” option is enabled. This option allows customers to send a one-time email campaign to candidates who have not opted-in or opted-out of receiving email campaigns. The email campaign contains a link that allows candidates to opt-in to receive future email campaigns. This option is useful for customers who have migrated their candidate data from another system and want to obtain consent from existing candidates.

References:

• SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Candidate Relationship Management, Lesson: Email Campaigns
• SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Candidate Relationship Management 11% - 20%

You will enable Limit Search by Locale under Global Search options in Career Site Builder (CSB) under the following conditions:

• The customer plans to translate the title and description for all job requisitions that are relevant for a specific locale.This will ensure that the candidates see the job requisitions in their preferred language and can apply more easily1.
• The customer wants jobs returned in a search to be restricted to the locale the candidate selects on the CSB site.This will provide a more personalized and relevant experience for the candidates and filter out the jobs that are not applicable for their region2.

The other options are not valid conditions for enabling Limit Search by Locale in CSB:

• The customer wants to host multiple locales on their CSB site, and Limit Search by Locale is required for that. This is not true, as Limit Search by Locale is an optional feature that can be enabled or disabled for each locale.The customer can host multiple locales on their CSB site without using this feature3.
• The customer wants job alerts that the candidate receives to be restricted to the locale the candidate selects on the CSB site. This is not possible, as job alerts are based on the candidate’s profile settings and not on the CSB site settings.The candidate can choose the language and location preferences for the job alerts in their profile4.

References:1:SAP Help Portal - Translate Job Requisition Fields2:SAP Help Portal - Configure Global Search Options3:SAP Help Portal - Create a New Locale4:SAP Help Portal - Manage Job Alerts