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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q68-Q73):

NEW QUESTION # 68
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.

A. Internals and externals may see different page components.
B. Internals and externals may see different headers and footers.
C. Internals and externals may be able to apply to different jobs.
D. Internals and externals may see different job layouts.

Answer: A,C

Explanation:
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:
Internals and externals may be able to apply to different jobs: You can set up job requisitions to be visible only to internal employees, only to external candidates, or to both. This way, you can control who can view and apply to certain jobs based on their eligibility and suitability. You can also set up different application processes and forms for internals and externals, such as requiring different information or documents, or enabling different integrations or assessments.
Internals and externals may see different page components: You can create different page components for internal employees and external candidates, such as banners, videos, testimonials, or forms. You can also assign different page components to different pages based on the audience, such as showing different messages or images on the home page, category page, or job details page. This way, you can customize the look and feel of your site and provide relevant and engaging content for each group.
Internals and externals may see different headers and footers: This is not a correct answer, because the header and footer settings are global and apply to the entire site, regardless of the audience. You cannot create or assign different headers and footers for internal employees and external candidates. However, you can use the header and footer components to display different links or menus based on the audience, such as showing different career site pages, external sites, or internal resources.
Internals and externals may see different job layouts: This is not a correct answer, because the job layout settings are also global and apply to the entire site, regardless of the audience. You cannot create or assign different job layouts for internal employees and external candidates. However, you can use the job layout components to display different information or actions based on the audience, such as showing different job details, apply buttons, or share options. Reference

NEW QUESTION # 69
Career Site Design and Accessibility
What are some leading practices to ensure that a website is accessible? Note: There are 3 correct answers to this question.

A. Use an online accessibility checker, such as WAVE, to test the site.
B. Ask people in your IT department to test the site.
C. Carefully review the site's code to look for issues with tagging and other elements.
D. Review the site using assistive technology such as a screen reader like JAWS or NVDA.
E. Ask people with disabilities to test the site.

Answer: A,D,E

Explanation:
Option A is correct because asking people with disabilities to test the site is a leading practice to ensure that the website is accessible. People with disabilities can provide valuable feedback and insights on how the site works for them, what barriers or challenges they face, and what improvements can be made to enhance their user experience1.
Option B is incorrect because asking people in your IT department to test the site is not a sufficient practice to ensure that the website is accessible. People in your IT department may not have the expertise or the perspective of people with disabilities, and they may not be able to identify or address all the accessibility issues that may arise on the site1.
Option C is correct because using an online accessibility checker, such as WAVE, to test the site is a leading practice to ensure that the website is accessible. An online accessibility checker is a tool that can automatically scan and evaluate the site for common accessibility errors, such as missing alt text, low contrast, broken links, and invalid code. It can also provide suggestions and recommendations on how to fix the errors and improve the site's accessibility2.
Option D is correct because reviewing the site using assistive technology such as a screen reader like JAWS or NVDA is a leading practice to ensure that the website is accessible. A screen reader is a software that converts text and images on the screen into speech or braille output for people who are blind or have low vision. Reviewing the site using a screen reader can help you understand how the site is perceived and navigated by people who rely on this technology, and what issues or difficulties they may encounter on the site.
Option E is incorrect because carefully reviewing the site's code to look for issues with tagging and other elements is not a reliable practice to ensure that the website is accessible. While reviewing the site's code can help you check for some technical aspects of accessibility, such as semantic markup, headings, labels, and roles, it cannot guarantee that the site is accessible for all users and devices. Accessibility is not only about code, but also about design, content, functionality, and usability1.
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: Web Accessibility Evaluation Tools List | W3C
4: WAVE Web Accessibility Evaluation Tool
[5]: Screen Readers | WebAIM

NEW QUESTION # 70
Where is the Job Alerts Email Template configured?

A. E-Mail Notification Templates Settings
B. Command Center
C. Career Site Builder
D. Recruiting Email Triggers

Answer: A

Explanation:
Comprehensive and Detailed In-Depth Explanation:The Job Alerts Email Template is a candidate-facing notification sent when new jobs matching a candidate's preferences are posted. In SAP SuccessFactors Recruiting: Candidate Experience:
* Option C (E-Mail Notification Templates Settings): This is the correct location. Job Alerts Email Templates are configured in the Admin Center underE-Mail Notification Templates Settings. This area allows administrators to customize the content, branding, and structure of emails sent to candidates who subscribe to job alerts via the CSB site. It's distinct from other email configurations due to its candidate- centric purpose.
* Option A (Command Center): The Command Center is used for managing Recruiting Marketing tasks (e.g., job distribution, source tracking), not email template configuration.
* Option B (Recruiting Email Triggers): This is for internal recruiting workflows (e.g., emails to recruiters or hiring managers), not candidate job alerts.
* Option D (Career Site Builder): CSB manages the career site's design and content, but email templates are configured separately in Admin Center to maintain consistency across notifications.SAP SuccessFactors Recruiting documentation confirms thatE-Mail Notification Templates Settingsis the official location.References: SAP SuccessFactors Recruiting: Candidate Experience - Admin Center Configuration Guide.

NEW QUESTION # 71
Your customer wants to build three About Us pages on their Career Site Builder (CSB) site, in addition to a link that opens a page on their corporate site. What are the steps to configure the About Us links in the header? Note: There are 3 correct answers to this question.

A. Create an external type link in the header under About Us that opens a new session and links to the page hosted on the customer's corporate site.
B. Create content type links in the header under About Us that link to the three internal pages.
C. Create category type links in the header under About Us that link to the three internal pages.
D. Create a list type link in the header named About Us.
E. Enable the About Us link in the header that is provided with all CSB sites.

Answer: A,B,D

Explanation:
Comprehensive and Detailed In-Depth Explanation:Configuring header links in CSB:
* Option A (Create content type links in the header under About Us that link to the three internal pages): Correct. Content pages (e.g., "About Us - Team") are linked as content type links in the header.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "Content type links can be added to the header to direct candidates to internal content pages, such as multiple 'About Us' pages, configured within CSB."
* Option B (Create an external type link in the header under About Us that opens a new session and links to the page hosted on the customer's corporate site): Correct. External links open corporate pages in a new tab/session.
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "External type links in the header can be configured to open a new session, linking to pages hosted outside CSB, such as the customer's corporate site."
* Option C (Create a list type link in the header named About Us): Correct. A list type link groups the internal and external links under a dropdown labeled "About Us."
* SAP Documentation Excerpt: From theCareer Site Builder Administration Guide: "A list type link can be created in the header (e.g., 'About Us') to organize multiple sub-links, including content and external types, in a dropdown menu."
* Option D (Create category type links): Incorrect. Category links are for job listings, not content pages.
* Option E (Enable the About Us link provided with all CSB sites): Incorrect. No default "About Us" link exists; it must be custom-built.SAP's header configuration steps validate A, B, C.References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (Header Configuration).

NEW QUESTION # 72
What are some leading practices regarding SSL certificates for Career Site Builder (CSB) sites? Note: There are 3 correct answers to this question.

A. Using CSB, customers and consultants can manage the entire SSL certificate renewal process without assistance from Product Support.
B. SSL certificates must be installed for both the stage and production CSB environments.
C. The implementation consultant begins the SSL certificate process as soon as the site is moved to production.
D. It is critical to prevent the SSL certificate from expiring so that candidates are NOT blocked from accessing the CSB site.
E. Rather than setting up a certificate specifically for the CSB subdomain, use of a wildcard certificate is recommended.

Answer: A,D,E

Explanation:
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 theCareer 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 theImplementation 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 theCareer 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.
* Option C: Incorrect. Stage often uses self-signed certificates for testing, not full SSL, per SAP's deployment practice.SAP's SSL best practices support B, D, E.References: SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (SSL Management); Implementation Handbook.

NEW QUESTION # 73
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SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Candidate Experience Sample Questions (Q68-Q73):

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