What are some conditions that will prevent you from moving the Career Site Builder (CSB) site from stage to production? Note: There are 3 correct answers to this question.
The SSL certificate has NOT yet been created.
The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production.
SAP SuccessFactors has released code to preview, but NOT yet to production.
The Job Alert Email Template has NOT been configured in the CSB stage environment.
You exported Site Settings from stage but did NOT update values in the XML file
Comprehensive and Detailed In-Depth Explanation:
Moving CSB from stage to production requires readiness:
Option A (The SSL certificate has NOT yet been created): Correct. An SSL certificate is mandatory for secure production access.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “An SSL certificate must be created and installed before moving the CSB site to production to ensure secure candidate access via HTTPS.”
Option B (The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production): Correct. Key integrations like Real Time Job Sync must be production-ready.
SAP Documentation Excerpt: From the Implementation Handbook: “Site setup steps, including Real Time Job Sync configuration, must be completed in the production environment prior to the CSB site move to ensure functionality.”
Option C (SAP SuccessFactors has released code to preview, but NOT yet to production): Correct. Code misalignment between environments blocks the move.
SAP Documentation Excerpt: From the Implementation Handbook: “If SAP SuccessFactors has released code to the preview environment but not yet to production, the CSB site move will be prevented until environments are synchronized.”
Option D: Incorrect. Job Alert templates are configurable post-move if needed.
Which of the following are included in a standard Recruiting statement of work (SOW)? Note: There are 3 correct answers to this question.
Configure 20 Category or Content pages.
Configure one standard XML feed.
Configure one custom XML feed.
Enable Mobile Apply.
Configure one job layout.
Comprehensive and Detailed In-Depth Explanation:
A standard Recruiting Statement of Work (SOW) outlines baseline deliverables for a SAP SuccessFactors Recruiting implementation, including Career Site Builder (CSB) setup. Let’s detail the inclusions:
Option A (Configure 20 Category or Content pages): Correct. The SOW includes configuration of up to 20 pages to support job listings and informational content.
SAP Documentation Excerpt: From the Implementation Handbook: “The standard Recruiting SOW includes configuration of up to 20 Category or Content pages in CSB to support job listings and informational content.”
Reasoning: This covers 10 Category pages (e.g., “Sales Jobs”) and 10 Content pages (e.g., “About Us”), configured in CSB > Pages, providing a robust site structure.
Practical Example: For “Best Run,” the consultant sets up “Engineering Jobs” and “Benefits” pages within the 20-page limit.
Option B (Configure one standard XML feed): Correct. One standard XML feed is included to automate job distribution.
SAP Documentation Excerpt: From the Recruiting Posting Guide: “A single standard XML feed is part of the standard Recruiting SOW, enabling automated job distribution to job boards.”
Reasoning: This feed pushes all active jobs to partnered boards (e.g., Indeed), configured in Admin Center > Recruiting Posting, meeting baseline needs.
Practical Example: “Best Run” gets a feed for careers.bestrun.com jobs, tested with a sample sync.
Option E (Configure one job layout): Correct. A default job layout is provided to define the job page structure.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Configuration of one job layout is included in the standard Recruiting SOW, defining the default job page presentation.”
Reasoning: A two-column layout with title, description, and apply button is set in CSB > Custom Layouts Editor, serving as the starting point.
Practical Example: “Best Run” uses this layout for all jobs, with options to customize later.
Option C (Configure one custom XML feed): Incorrect. Custom feeds are additional, requiring extra scoping and cost.
Option D (Enable Mobile Apply): Incorrect. Mobile Apply is an optional enhancement, not a standard inclusion.
What is the recommended naming convention when setting up a subdomain for a customer's Career Site Builder site? Note: There are 2 correct answers to this question.
.com/jobs
jobs.
.com
careers.
.com
.careers.com
Comprehensive and Detailed In-Depth Explanation:
In SAP SuccessFactors Recruiting: Candidate Experience, the Career Site Builder (CSB) is designed to create branded, SEO-friendly career sites. The recommended naming convention for subdomains aligns with usability, branding, and search engine optimization (SEO) best practices. Options B (jobs.
com) and C (careers.
com) are widely recognized as standard conventions because:
Subdomain Structure: Using "jobs" or "careers" as a prefix to the company’s primary domain (e.g., jobs.company.com or careers.company.com) clearly indicates the purpose of the site, enhancing user experience and SEO visibility.
SEO Benefits: Search engines like Google prioritize descriptive and relevant subdomains, making it easier for candidates to find the career site when searching for job opportunities at the company.
Scalability: These formats allow flexibility for multi-brand or multilingual setups (e.g., careers.us.company.com).
Option A (<company>.com/jobs): This is a subdirectory, not a subdomain. While functional, it’s less recommended because it ties the career site to the main corporate domain structure, potentially complicating branding separation or site hosting configurations.
Which footer links are recommended on every Career Site Builder site to support search engine optimization (SEO)? Note: There are 2 correct answers to this question.
Careers Home
Top Job Searches
View All Jobs
Corporate Home
Comprehensive and Detailed In-Depth Explanation:
Footer links in Career Site Builder (CSB) boost SEO by aiding search engine crawlers in indexing content. Let’s identify the recommended links:
Option B (Top Job Searches): Correct. Links to popular search terms enhance keyword indexing and user navigation.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Include ‘Top Job Searches’ in the footer to link to frequently searched job terms, improving SEO by ensuring search engines index key candidate queries.”
Reasoning: On careers.bestrun.com, “Top Job Searches” might link to “Software Engineer Jobs” and “Sales Jobs,” providing crawlable paths for Googlebot to index these terms. This is configured in CSB > Global Styles > Footer.
Practical Example: For “Best Run,” adding links to “Engineering Jobs” increases crawl depth, verified in Google Search Console.
Option C (View All Jobs): Correct. A comprehensive job list link improves site crawlability and coverage.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “‘View All Jobs’ is a recommended footer link to provide search engines with a single entry point to all job listings, enhancing SEO visibility.”
Reasoning: A link to careers.bestrun.com/all-jobs ensures all active jobs are discoverable, boosting indexation. This is a static link added to the footer.
Practical Example: “Best Run” includes this link, and a crawl test shows 100% job coverage.
Option A (Careers Home): Incorrect. “Careers Home” duplicates the Home page link, offering no additional SEO value.
Option D (Corporate Home): Incorrect. An external link to www.bestrun.com is less SEO-critical for CSB’s job focus.
Which of the following apply regarding the AI Assisted Skills Matching feature enhancement? Note: There are 2 correct answers to this question.
Candidates can upload their resume and AI will analyze and identify skills in their resume and match them to jobs which list the same skills.
The candidate's resume and identified skills will be stored temporarily in the system for one hour.
The candidate will see the top 15 jobs that they have been matched to after their skills have been identified.
This feature allows customers to include a Data Privacy statement for candidates to accept before uploading their resume.
Comprehensive and Detailed In-Depth Explanation:
The AI Assisted Skills Matching feature enhances candidate-job alignment:
Option A (Candidates can upload their resume and AI will analyze and identify skills): Correct. AI parses resumes to extract skills and matches them to job requisitions, improving candidate experience.
SAP Documentation Excerpt: From the Recruiting Marketing Enhancements Guide: “With AI Assisted Skills Matching, candidates can upload their resumes, and the system uses artificial intelligence to identify skills and match them to relevant job postings.”
Option D (This feature allows customers to include a Data Privacy statement): Correct. Privacy compliance (e.g., GDPR) requires a consent statement before resume upload.
SAP Documentation Excerpt: From the Recruiting Marketing Enhancements Guide: “Customers can configure a Data Privacy statement that candidates must accept prior to uploading their resume, ensuring compliance with data protection regulations.”
Option B (The candidate's resume and identified skills will be stored temporarily for one hour): Incorrect. No specific one-hour limit is documented; storage duration depends on configuration and compliance settings.
If Advanced Analytics was NOT implemented immediately after your customer's Career Site Builder (CSB) site went live, what actions will you need to take? Note: There are 3 correct answers to this question.
Determine when the CSB site went live by running the App Status Audit Trail Report.
Map to ATS Capture statuses that are no longer in use.
Backload the previous data by running Get Data One Time.
Determine when the CSB site went live by generating a date-based report.
Perform a Job Patch to correctly filter the data sent to Advanced Analytics.
Comprehensive and Detailed In-Depth Explanation:
Advanced Analytics (AA) provides recruitment insights, but if not implemented at CSB go-live, retroactive setup is required to capture historical data. Let’s break it down:
Option A (Determine when the CSB site went live by running the App Status Audit Trail Report): Correct. This report establishes the go-live date, crucial for defining the data range to backload.
SAP Documentation Excerpt: From the Advanced Analytics Guide: “To establish the starting point for data capture when Advanced Analytics is implemented post-CSB go-live, run the App Status Audit Trail Report to determine the exact date the site became active in production.”
Reasoning: Without knowing when careers.bestrun.com went live (e.g., January 15, 2025), you can’t sync prior data. The report, accessed via Admin Center > Reporting, logs events like “CSB Production Activation.”
Practical Example: For “Best Run,” running this on March 10, 2025, reveals “01/15/2025,” setting the backload start.
Option B (Map to ATS Capture statuses that are no longer in use): Correct. Legacy statuses ensure historical data integrity in AA reports.
SAP Documentation Excerpt: From the Advanced Analytics Guide: “When implementing Advanced Analytics after CSB go-live, map to ATS Capture statuses, including those no longer in use, to accurately reflect historical candidate pipeline data in reports.”
Reasoning: If “Interviewed” was retired in 2024 but used then, mapping it to “Interview Scheduled” in Admin Center > Advanced Analytics Configuration captures past candidates.
Practical Example: “Best Run” maps “Old Offer” to “Offer Extended” for January data.
Option C (Backload the previous data by running Get Data One Time): Correct. This imports historical data post-go-live into AA.
SAP Documentation Excerpt: From the Advanced Analytics Guide: “To include data from before Advanced Analytics was enabled, run the ‘Get Data One Time’ process in Command Center to backload historical recruiting data into the analytics platform.”
Reasoning: Without backloading, AA starts blank, missing metrics like hires from January to March 2025. This runs in Command Center > Data Management.
Practical Example: “Best Run” runs this on March 10, syncing January 15–March 9 data.
Option D: Incorrect. No “date-based report” exists for this; the Audit Trail (A) is the tool.
Option E: Incorrect. Job Patch adjusts job data, not AA historical sync.
In order to add the Cloud Skills component to the Career Site, which of the following must be enabled? Note: There are 2 correct answers to this question.
Mobile Apply
Legacy Candidate Workbench
Multi-Stage Applications
Unified Data Model
Comprehensive and Detailed In-Depth Explanation:
The Cloud Skills component in Career Site Builder (CSB) displays job skills in a visually engaging word cloud format, typically on the job page. To enable this:
Option A (Mobile Apply): Correct. Mobile Apply ensures candidates can interact with job features (like Cloud Skills) on mobile devices, a prerequisite for modern CSB components.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Mobile Apply must be enabled to support advanced components such as Cloud Skills, ensuring a seamless candidate experience across devices, including mobile.”
Option D (Unified Data Model): Correct. The Unified Data Model (UDM) provides structured data (e.g., skills from job requisitions) required to populate the Cloud Skills component dynamically.
SAP Documentation Excerpt: From the Unified Data Model Configuration Guide: “The Cloud Skills component requires the Unified Data Model to be enabled, as it leverages mapped job requisition fields, such as skills, to generate the word cloud display on the career site.”
Option B (Legacy Candidate Workbench): Incorrect. The Legacy Workbench is an outdated internal tool, unrelated to CSB candidate-facing features like Cloud Skills.
When configuring Advanced Analytics, which applicant statuses do NOT need to be mapped? Note: There are 2 correct answers to this question.
Auto Disqualified
Invited to Apply
Forwarded
Withdrawn by Candidate
Comprehensive and Detailed In-Depth Explanation:
Mapping applicant statuses in Advanced Analytics (AA) tracks candidate pipeline progression for reporting. Let’s identify exceptions:
Option B (Invited to Apply): Correct. This pre-application status (e.g., an email invitation) isn’t part of the pipeline and thus doesn’t require mapping.
SAP Documentation Excerpt: From the Advanced Analytics Guide: “‘Invited to Apply’ does not need to be mapped in Advanced Analytics, as it represents a pre-application status outside the candidate pipeline.”
Reasoning: An “Invited to Apply” email from careers.bestrun.com isn’t tracked until the candidate applies, so it’s excluded from AA’s status set in Admin Center > Advanced Analytics Configuration.
Practical Example: For “Best Run,” an invite sent on February 1, 2025, isn’t mapped.
Option C (Forwarded): Correct. This internal recruiter action (e.g., forwarding a profile) isn’t a candidate-facing status.
SAP Documentation Excerpt: From the Advanced Analytics Guide: “‘Forwarded’ is an internal recruiter action and does not require mapping in Advanced Analytics, as it is not a candidate-facing pipeline status.”
Reasoning: Forwarding a candidate to a hiring manager in Recruiting Management doesn’t affect the candidate’s journey, so it’s omitted from AA mapping.
Practical Example: For “Best Run,” a “Forwarded” action on March 1, 2025, isn’t tracked.
Option A (Auto Disqualified): Incorrect. This pipeline endpoint (e.g., rejected by ATS) must be mapped for complete reporting.
Option D (Withdrawn by Candidate): Incorrect. This key status (e.g., candidate opts out) requires mapping to reflect pipeline drop-off.
A candidate who has already applied for a job completes a data capture form. They receive a message that their answers on the form were NOT saved. How can the candidate complete any fields on the form that they have NOT yet answered? Note: There are 2 correct answers to this question.
To complete any missing fields, the recruiter generates a code for the candidate to use when attempting to update the data capture form.
Existing candidates are NOT able to complete new fields on a data capture form.
To complete candidate profile extension fields, the recruiter includes the candidate in an email campaign with a link to the data capture form.
To complete standard fields on the candidate profile, the candidate logs into their candidate profile and completes the remaining fields.
Comprehensive and Detailed In-Depth Explanation:
Data capture forms in Career Site Builder (CSB) collect additional candidate information (e.g., skills, preferences) post-application. If a candidate’s form submission fails (e.g., due to a network issue or validation error), they need a method to retry. Here’s a detailed analysis:
Option C (To complete candidate profile extension fields, the recruiter includes the candidate in an email campaign with a link to the data capture form): Correct. Recruiters can send a targeted email campaign with a unique link to the same data capture form, allowing the candidate to update extension fields (e.g., custom fields like “Certifications”). This approach leverages Recruiting Marketing tools to re-engage the candidate securely.
SAP Documentation Excerpt: From the Recruiting Marketing Guide: “For existing candidates whose data capture form submission fails, recruiters can include them in an email campaign with a link to resubmit the form, enabling completion of profile extension fields such as custom attributes.”
Reasoning: The email, sent via Recruiting Email Triggers, might include a personalized link (e.g., careers.bestrun.com/update-form?token=XYZ), pre-populating known data and prompting for missing fields. This ensures compliance with data privacy by requiring candidate action.
Practical Example: For “Best Run Corp,” a recruiter sends “Please update your skills” to john.doe@email.com, linking to a form where John adds “Project Management” to his profile.
Option D (To complete standard fields on the candidate profile, the candidate logs into their candidate profile and completes the remaining fields): Correct. Candidates can log into their existing profile to update standard fields (e.g., phone number, address) directly, bypassing the need for a new form submission.
SAP Documentation Excerpt: From the Candidate Experience Guide: “Candidates with existing profiles can log into their account via the CSB site and update standard fields in their profile at any time, ensuring all required information is provided after a failed form submission.”
Reasoning: After logging in at careers.bestrun.com/login, the candidate navigates to “My Profile,” where fields marked incomplete (e.g., “Phone”) are editable. This method is self-service and aligns with CSB’s user empowerment design.
Practical Example: John logs in, sees a “Complete Your Profile” alert, and adds his phone number, saving the changes instantly.
Option A (To complete any missing fields, the recruiter generates a code for the candidate to use): Incorrect. CSB doesn’t use a recruiter-generated code mechanism for form updates; access is managed via links or login credentials.
What are some of the ways that candidates can be added to a talent pool? Note: There are 3 correct answers to this question.
Add from a Candidate Search.
Auto-populate from a saved search.
Add from an email campaign.
Add from the Applicant Workbench.
Candidates can add themselves.
Comprehensive and Detailed In-Depth Explanation:
Talent pools store candidates for future roles:
Option A (Add from a Candidate Search): Correct. Recruiters can add candidates from search results in Recruiting Management.
SAP Documentation Excerpt: From the Talent Pool Administration Guide: “Candidates identified via Candidate Search can be manually added to talent pools by recruiters to build a pipeline.”
Option B (Auto-populate from a saved search): Correct. Saved searches can automatically feed matching candidates into pools.
SAP Documentation Excerpt: From the Talent Pool Administration Guide: “Saved searches can be configured to auto-populate talent pools with candidates meeting predefined criteria, streamlining pipeline management.”
Option D (Add from the Applicant Workbench): Correct. Recruiters can add applicants from the workbench post-application.
SAP Documentation Excerpt: From the Recruiting Management Guide: “From the Applicant Workbench, recruiters can add candidates to talent pools, such as ‘Silver Medalists,’ for future consideration.”
Option C: Incorrect. Email campaigns engage candidates but don’t directly add them to pools.
Which of the following can you use to explore released APIs?
SAP Application Interface Framework
SAP Business Accelerator Hub
SAP Integration Suite
Comprehensive and Detailed In-Depth Explanation:
Exploring released APIs is essential for integration planning in SAP SuccessFactors. Let’s evaluate the options:
Option B (SAP Business Accelerator Hub): Correct. This is SAP’s official platform for discovering APIs across its portfolio, including SuccessFactors.
SAP Documentation Excerpt: From the SAP SuccessFactors Integration Strategy Guide: “The SAP Business Accelerator Hub (previously API Business Hub) is the recommended tool to explore released APIs for SAP SuccessFactors, providing detailed documentation, endpoints, and sample requests for integration purposes.”
Reasoning: At hub.sap.com, users access APIs like the Recruiting OData API (e.g., /odata/v2/JobRequisition) with specs, schemas, and sandbox testing. It’s designed for developers to review endpoints for CSB integrations.
Practical Example: For “Best Run,” a consultant visits the Hub, searches “SuccessFactors Recruiting,” and reviews the OData API, downloading a sample GET /JobRequisition?$filter=status eq 'Open' on March 4, 2025.
Option A (SAP Application Interface Framework): Incorrect. AIF monitors and customizes interfaces in SAP ERP, not for exploring SuccessFactors APIs.
Option C (SAP Integration Suite): Incorrect. This toolset builds integrations, not a discovery platform for released APIs.
It is important for customers to be able to report on which candidates arrived at their Career Site Builder (CSB) site from their corporate site. What are the actions you need to take to facilitate this reporting? Note: There are 2 correct answers to this question.
Deliver source-coded backlinks so that your customer can replace all links from their externally-hosted sites to their CSB site.
Recommend that your customer opt-in for the Organic Network.
Add a campaign code to all XML job feeds that you create for your customer.
Submit the Referral Engine Task support ticket after moving your customer's CSB site to production.
Comprehensive and Detailed In-Depth Explanation:
Tracking candidates from a corporate site to CSB requires source attribution for accurate reporting in Advanced Analytics. Let’s detail the necessary actions:
Option A (Deliver source-coded backlinks so that your customer can replace all links from their externally-hosted sites to their CSB site): Correct. Backlinks with UTM parameters (e.g., ?source=corporate) enable tracking of candidate origins.
SAP Documentation Excerpt: From the Advanced Analytics Guide: “Provide source-coded backlinks (e.g., careers.company.com/?source=corporate) to the customer for placement on their corporate site, allowing Advanced Analytics to report on candidates arriving from these links.”
Reasoning: Replacing www.bestrun.com/careers with careers.bestrun.com/?source=corp tracks referrals. The consultant provides a link template (e.g., careers.bestrun.com/?utm_source=corporate&utm_medium=web&utm_campaign=referral) for the customer to implement on their site.
Practical Example: For “Best Run,” the customer updates www.bestrun.com/careers to the coded link, and AA shows 50 candidates from this source in March 2025.
Option D (Submit the Referral Engine Task support ticket after moving your customer's CSB site to production): Correct. The Referral Engine enhances tracking of external referrals, requiring a support ticket for activation.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “After moving the CSB site to production, submit the Referral Engine Task support ticket to enable advanced tracking of candidate referrals from external sites, such as the corporate website, in reporting tools.”
Reasoning: Post-production (e.g., March 1, 2025), the consultant submits a ticket via the SAP Support Portal, requesting Referral Engine setup. This backend feature processes referral data for AA.
Practical Example: For “Best Run,” the ticket activates tracking, and a report shows 75% of referrals from www.bestrun.com .
Option B (Recommend that your customer opt-in for the Organic Network): Incorrect. The Organic Network is unrelated to corporate site tracking; it’s for organic search optimization.
Option C (Add a campaign code to all XML job feeds): Incorrect. XML feeds track job board sources, not corporate site referrals.
After enabling the Unified Data Model, why do fields need to be mapped in Setup Recruiting Marketing Job Field Mapping? Note: There are 3 correct answers to this question.
To support job posting to career sites built with Career Site Builder
To provide fields that online sources require for XML feeds
To support the use of job requisition fields in Career Site Builder
To ensure that no more than five custom fields are required for Recruiting Marketing
To provide fields for filtering reports in Advanced Analytics
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.
What are some leading practices to enter language translations for customer-specific content into Career Site Builder (CSB)? Note: There are 2 correct answers to this question.
Create a new header and footer for each translated page.
Export the default language to an XML file, enter the translations, and import.
Duplicate the page from the base locale and enter the translations on the duplicated pages.
Enter the translations into the Translations menu in CSB.
Comprehensive and Detailed In-Depth Explanation:
Translating customer-specific content (e.g., custom text on Content or Category pages) in CSB requires efficient and accurate methods. Let’s evaluate the options:
Option B (Export the default language to an XML file, enter the translations, and import): Correct. This bulk translation method streamlines the process for multiple pages or fields.
SAP Documentation Excerpt: From the Career Site Builder Localization Guide: “A leading practice is to export the default language content to an XML file from CSB, enter translations, and import the updated file to apply localized content.”
Reasoning: In CSB > Tools > Export, export the default locale (e.g., en_US) as an XML file, edit it in a tool like Excel to add translations (e.g., “About Us” to “À propos de nous” for fr_FR), then import via CSB > Tools > Import. This ensures consistency and reduces manual errors across pages like careers.bestrun.com/about.
Practical Example: For “Best Run,” exporting en_US content, translating “Join Us” to “Rejoignez-nous,” and importing updates all relevant pages.
Option C (Duplicate the page from the base locale and enter the translations on the duplicated pages): Correct. This manual method allows page-specific customization for unique content.
SAP Documentation Excerpt: From the Career Site Builder Localization Guide: “Duplicate pages from the base locale in CSB and enter translations directly on the duplicated pages as a flexible method for customer-specific content.”
Reasoning: In CSB > Pages, duplicate a Content page (e.g., “About Us - en_US”), create “About Us - fr_FR,” and edit fields (e.g., text, headings) to “À propos de nous.” This suits small sites or unique pages.
Practical Example: For “Best Run,” duplicating “Benefits” and translating “Health Insurance” to “Assurance santé” tailors the page.
Option A (Create a new header and footer for each translated page): Incorrect. Headers and footers are global, managed in Global Styles, not page-specific, to maintain consistency.
Option D (Enter the translations into the Translations menu): Incorrect. The Translations menu handles system text (e.g., “Search”), not customer-specific content, which uses B or C.
What are some leading practices to create locales in Career Site Builder? Note: There are 2 correct answers to this question.
Create the Home page for the locale instead of duplicating it from the default locale.
Use Google Translate to translate text for locales.
Follow the same layout for the localized pages as the default locale.
If the customer requires only one language and it is NOT en_US, you can change the default locale.
Comprehensive and Detailed In-Depth Explanation:
Creating locales in Career Site Builder (CSB) ensures a consistent multi-language experience for candidates. Let’s evaluate the leading practices:
Option C (Follow the same layout for the localized pages as the default locale): Correct. Maintaining a consistent layout across locales enhances usability and reduces confusion.
SAP Documentation Excerpt: From the Career Site Builder Localization Guide: “A leading practice is to maintain the same page layout for localized pages as the default locale, ensuring a consistent candidate experience regardless of language.”
Reasoning: If the en_US Home page has a banner, job search bar, and footer, the fr_FR version should mirror this structure (e.g., careers.bestrun.com/fr). This is configured in CSB > Pages > Layout, ensuring navigation remains intuitive.
Practical Example: For “Best Run,” the French Home page retains the same two-column layout as English, with “Rechercher des emplois” replacing “Search Jobs.”
Option D (If the customer requires only one language and it is NOT en_US, you can change the default locale): Correct. Flexibility to set a non-default language simplifies single-language sites.
SAP Documentation Excerpt: From the Career Site Builder Localization Guide: “When a customer requires only one language and it is not en_US (e.g., fr_FR), the default locale can be changed in CSB settings to match the customer’s primary language.”
Reasoning: In CSB > Settings > Site Configuration > Locales, changing the default from en_US to fr_FR ensures all system text (e.g., “Apply”) appears as “Soliciter” from the start, avoiding translation overhead.
Practical Example: For a French-only “Best Run” site, setting fr_FR as default eliminates en_US prompts, verified in a sandbox.
Option A (Create the Home page for the locale instead of duplicating): Incorrect. Duplicating the default locale’s Home page is faster and ensures consistency, as creating from scratch risks misalignment.
Option B (Use Google Translate): Incorrect. Google Translate lacks precision for technical or brand-specific terms; manual or professional translation is recommended to avoid errors.
Which of the following are leading practices for using images on a Career Site Builder site? Note: There are 3 correct answers to this question.
Select images that have a strong focal point.
Alt Text is NOT required for logos on the site.
Do NOT use embedded text on images.
All images on a Career Site Builder site should be oriented as portrait, NOT landscape.
Unique alt text should be populated for all images in all languages.
Comprehensive and Detailed In-Depth Explanation:
Images in Career Site Builder (CSB) enhance visual appeal and accessibility, requiring careful consideration to meet standards like WCAG 2.1. Let’s delve into the options:
Option A (Select images that have a strong focal point): Correct. Images with a clear focus (e.g., a person’s face) engage candidates and improve visual hierarchy.
SAP Documentation Excerpt: From the Career Site Builder Accessibility Guide: “Leading practice recommends selecting images with a strong focal point to draw candidate attention and enhance the visual experience on the CSB site.”
Reasoning: A photo of a smiling employee on careers.bestrun.com/home stands out over a blurry group shot, guiding the eye to key content. This is configured in CSB > Pages > Image Upload.
Practical Example: For “Best Run,” choosing an image of a team leader for the “About Us” page increases engagement.
Option C (Do NOT use embedded text on images): Correct. Embedded text (e.g., “Join Us” on a banner) isn’t accessible to screen readers or searchable, violating SEO and accessibility norms.
SAP Documentation Excerpt: From the Career Site Builder Accessibility Guide: “Avoid using embedded text on images, as it cannot be read by screen readers and may not be indexed by search engines; use alt text instead.”
Reasoning: Instead of embedding “Apply Now” on an image, use HTML text with CSS styling in CSB > Global Styles, ensuring accessibility for users with JAWS.
Practical Example: “Best Run” replaces a text-over-image banner with a styled “Apply Now” button.
Option E (Unique alt text should be populated for all images in all languages): Correct. Alt text describes images for accessibility and must reflect content in each locale.
SAP Documentation Excerpt: From the Career Site Builder Localization Guide: “Populate unique alt text for all images in each language to ensure accessibility and relevance for candidates across locales.”
Reasoning: For an image of a team on careers.bestrun.com, alt text is “Best Run team meeting” (en_US) and “Réunion de l’équipe Best Run” (fr_FR), set in CSB > Pages > Image Settings.
Practical Example: “Best Run” updates alt text for a logo across en_US, fr_FR, and es_ES.
Option B (Alt Text is NOT required for logos): Incorrect. WCAG 2.1 mandates alt text for all images, including logos, for accessibility (e.g., “Best Run Logo”).
Option D (All images should be oriented as portrait): Incorrect. Orientation (portrait or landscape) depends on design needs, not a universal rule.
What are some leading practices to ensure that a website is accessible? Note: There are 3 correct answers to this question.
Ask people with disabilities to test the site.
Ask people in your IT department to test the site.
Carefully review the site's code to look for issues with tagging and other elements.
Use an online accessibility checker, such as WAVE, to test the site.
Review the site using assistive technology such as a screen reader like JAWS or NVDA.
Comprehensive and Detailed In-Depth Explanation:
Accessibility ensures that the Career Site Builder (CSB) site complies with standards like WCAG 2.1, benefiting all users, including those with disabilities:
Option A (Ask people with disabilities to test the site): Correct. User testing by individuals with disabilities provides real-world feedback on accessibility, aligning with SAP’s emphasis on inclusive design in CSB implementations.
Option D (Use an online accessibility checker, such as WAVE, to test the site): Correct. Tools like WAVE identify issues (e.g., missing alt text, contrast errors) efficiently, a recommended practice in SAP’s accessibility guidelines.
Option E (Review the site using assistive technology such as a screen reader like JAWS or NVDA): Correct. Testing with screen readers ensures compatibility with assistive technologies, a critical step per WCAG and SAP best practices.
Option B (Ask people in your IT department to test the site): Incorrect. While IT testing is valuable, it doesn’t specifically address accessibility unless the testers have expertise or disabilities, making it less targeted than A, D, or E.
When moving a Career Site Builder site to production, which four XML files must you export for the move to production?
Site Settings, Career Site Builder Settings, Category pages, Translations
Candidate Profile, Site Settings, Translations, Category pages
Site Settings, Career Site Builder Settings, Content pages, Translations
Content pages, Category pages, Job Layouts, Career Site Builder Settings
Comprehensive and Detailed In-Depth Explanation:
Moving a Career Site Builder (CSB) site from Stage to Production requires exporting key configurations as XML files to replicate the site accurately. Let’s identify the correct set:
Option A (Site Settings, Career Site Builder Settings, Category pages, Translations): Correct. These four files encompass the essential configurations for a successful move.
SAP Documentation Excerpt: From the Implementation Handbook: “To move a CSB site to production, export the following XML files from Stage: Site Settings, Career Site Builder Settings, Category pages, and Translations. These files contain the core configuration, page structure, and localized text required for production deployment.”
Breakdown:
Site Settings: Includes domain (e.g., careers.bestrun.com), SSL, and integration details.
Career Site Builder Settings: Covers Global Styles, headers, footers, and JavaScript.
Category pages: Defines job listing pages (e.g., “Sales Jobs”).
Translations: Ensures system text (e.g., “Search”) is localized (e.g., “Rechercher”).
Reasoning: Exporting these in CSB > Tools > Export, then importing to Production via CSB > Tools > Import, ensures the site mirrors Stage. Missing files (e.g., Content pages) can be added later but aren’t mandatory.
Practical Example: For “Best Run,” exporting these files on March 1, 2025, and importing to Production replicates the Stage site, verified by browsing careers.bestrun.com.
Option B: Incorrect. “Candidate Profile” isn’t an exportable CSB file; it’s Recruiting Management data.
Option C: Incorrect. “Content pages” are optional, not core, unlike “Category pages.”
Option D: Incorrect. “Job Layouts” are part of “Career Site Builder Settings,” not a separate export; “Content pages” aren’t essential.
How is defaulted/system text, such as text on the search bar, translated or changed on a Career Site Builder site? Note: There are 3 correct answers to this question.
System text translations are exported from the Stage site and imported to Production separately from other site imports and exports.
System text is translated when the locale is enabled.
System text translations can be changed from Career Site Builder > Tools > Translations.
System text translations are only possible for the site's default language.
System text translations are made from Career Site Builder > Global Settings.
Comprehensive and Detailed In-Depth Explanation:
Defaulted/system text (e.g., “Search Jobs” on the search bar) in Career Site Builder (CSB) is managed separately from customer-specific content, requiring specific translation methods. Let’s analyze:
Option A (System text translations are exported from the Stage site and imported to Production separately): Correct. This controlled process ensures system text consistency across environments.
SAP Documentation Excerpt: From the Career Site Builder Localization Guide: “System text translations are exported from the Stage environment as an XML file and imported into Production separately from other site imports, allowing precise management of default text across environments.”
Reasoning: In CSB > Tools > Export, export Stage’s system text (e.g., “Rechercher des emplois” for fr_FR), edit in a tool like Notepad++, then import to Production via CSB > Tools > Import. This avoids content overwrite.
Practical Example: For “Best Run,” exporting Stage’s fr_FR “Search” and importing to Production updates careers.bestrun.com.
Option B (System text is translated when the locale is enabled): Correct. Enabling a locale applies SAP’s default translations automatically.
SAP Documentation Excerpt: From the Career Site Builder Localization Guide: “When a new locale is enabled in CSB, system text such as search bar labels is automatically translated based on SAP’s standard translations for that language.”
Reasoning: Enabling fr_FR in CSB > Settings > Locales changes “Search Jobs” to “Rechercher des emplois” using SAP’s library, though custom tweaks may follow.
Practical Example: Adding es_ES translates “Apply” to “Solicitar” instantly.
Option C (System text translations can be changed from Career Site Builder > Tools > Translations): Correct. This tool allows manual overrides of system text.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Administrators can modify system text translations directly in CSB > Tools > Translations, overriding default translations for elements like the search bar or buttons.”
Reasoning: Changing “Search Jobs” to “Find Your Role” in en_US for branding is done here, editable per locale.
Practical Example: “Best Run” adjusts “Submit” to “Send Application” in fr_FR.
Option D: Incorrect. Translations apply to all enabled locales, not just the default.
Option E: Incorrect. Global Settings manage design, not text translations.
Which of the following are leading practices regarding the Source Tracker functionality? Note: There are 3 correct answers to this question.
Enable your customer's Source Tracker options from Command Center.
Adding a tracking link enables reporting in Advanced Analytics for manually posted jobs.
If a source that the customer requests is NOT available to enable in the Site Source Editor, submit a support ticket to request that the source be created.
When setting up the Source Tracker for your customer, enable all possible sources.
Before a recruiter manually posts a job online, they should generate a tracking link from Recruiting > Source Tracker > Campaign URL Builder.
Comprehensive and Detailed In-Depth Explanation:
Source Tracker in SAP SuccessFactors Recruiting Marketing (RMK) tracks candidate origins for analytics:
Option B (Adding a tracking link enables reporting in Advanced Analytics for manually posted jobs): Correct. Tracking links append source data to job URLs, feeding into Advanced Analytics for performance insights on manual postings.
SAP Documentation Excerpt: From the Advanced Analytics Guide: “For manually posted jobs, adding a tracking link generated via Source Tracker ensures that source data is captured and reported in Advanced Analytics, providing visibility into candidate origins.”
Option C (If a source that the customer requests is NOT available to enable in the Site Source Editor, submit a support ticket to request that the source be created): Correct. If a desired source isn’t listed, a support ticket is the standard process to request its addition.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “If a customer-requested source is not available in the Site Source Editor, consultants should submit a support ticket via the SAP Support Portal to request the creation of the new source.”
Option E (Before a recruiter manually posts a job online, they should generate a tracking link from Recruiting > Source Tracker > Campaign URL Builder): Correct. This ensures accurate source attribution for manual postings.
SAP Documentation Excerpt: From the Recruiting Marketing Guide: “Recruiters should generate a tracking link from Recruiting > Source Tracker > Campaign URL Builder before manually posting jobs online to ensure proper source tracking and reporting.”
Option A (Enable your customer's Source Tracker options from Command Center): Incorrect. Source Tracker is configured in CSB’s Site Source Editor or Recruiting settings, not Command Center, which manages broader RMK tasks.
What are the key elements configured on the Global Styles pages? Note: There are 3 correct answers to this question.
Footers
Headers
Site banner
Colors
Social share
Comprehensive and Detailed In-Depth Explanation:
The Global Styles section in Career Site Builder (CSB) centralizes sitewide design configurations, ensuring a consistent look and feel across all pages. This area is critical for branding and usability, so let’s explore the options in depth:
Option A (Footers): Correct. Footer settings, including layout, links, and styling (e.g., background color, font), are configured globally to maintain uniformity across the site.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Global Styles include configuration options for footers, allowing administrators to define consistent styling and content, such as navigation links and legal text, across all pages of the CSB site.”
Reasoning: A footer with “View All Jobs” and “Privacy Policy” links, styled with a dark background, applies sitewide unless overridden by page-specific settings. This is managed in CSB > Global Styles > Footer.
Practical Example: For “Best Run Corp,” configuring a footer with a blue background and white text in Global Styles ensures it appears on careers.bestrun.com and all subpages.
Option B (Headers): Correct. Header configurations, such as navigation menus, logos, and the Sign-In/Language component, are set globally to provide a cohesive navigation experience.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Headers are a key element configured in Global Styles, enabling customization of navigation menus, logos, and the required Sign-In and Language component across the entire CSB site.”
Reasoning: A header with a company logo and dropdowns for “Jobs” and “About Us” is defined once, ensuring consistency across careers.bestrun.com/job/123 and careers.bestrun.com/about.
Practical Example: Setting a red header with a centered logo in Global Styles applies to all pages, tested in a CSB staging environment.
Option D (Colors): Correct. The color palette, including primary, secondary, and accent colors (e.g., via RGB or hex codes), is configured globally to enforce brand consistency.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Colors are managed in Global Styles, where administrators can define a palette using RGB or hex codes (e.g., #FF0000 for red) to ensure brand consistency across all CSB pages.”
Reasoning: Defining “#007BFF” as the primary color for buttons and links ensures a uniform look, adjustable via the color picker in CSB > Global Styles.
Practical Example: For “Best Run,” setting a blue palette (#0056b3) applies to all buttons, verified across multiple pages.
Option C (Site banner): Incorrect. Site banners are page-specific components (e.g., a welcome banner on the Home page), not configured globally in Global Styles.
Your customer requires a branded career site and is using the Unified Data Model. What are some of the configuration steps that you must complete? Note: There are 3 correct answers to this question.
Map the brand field from Setup Recruiting Marketing Job Field Mapping.
Configure the standard Marketing Brand Generic Object.
Configure a custom Marketing Brand Generic Object.
Create a microsite for each brand.
Create the brands from Manage Data.
Comprehensive and Detailed In-Depth Explanation:
For a multi-brand CSB site with UDM:
Option A (Map the brand field from Setup Recruiting Marketing Job Field Mapping): Correct. The brand field must be mapped to ensure job requisitions reflect the correct brand on the CSB site, a critical UDM step.
SAP Documentation Excerpt: From the Unified Data Model Configuration Guide: “To enable brand-specific job postings, the brand field must be mapped in Setup Recruiting Marketing Job Field Mapping to associate job requisitions with the appropriate brand displayed on the Career Site Builder site.”
Option B (Configure the standard Marketing Brand Generic Object): Correct. The standard Marketing Brand Generic Object defines brand attributes (e.g., name, logo) and is required for UDM multi-brand functionality.
SAP Documentation Excerpt: From the Career Site Builder Multi-Brand Guide: “The standard Marketing Brand Generic Object is configured to store brand-specific data, such as logos and descriptions, which are utilized by the Unified Data Model for multi-brand career sites.”
Option D (Create a microsite for each brand): Correct. In CSB, each brand typically gets a microsite (e.g., careers.brand1.com) to differentiate candidate experiences, configured with UDM.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “For customers with multiple brands, configure microsites within Career Site Builder for each brand to provide a tailored candidate experience, leveraging the Unified Data Model for data consistency.”
Option C (Configure a custom Marketing Brand Generic Object): Incorrect. The standard object suffices; a custom object isn’t typically required unless unique fields are needed beyond SAP’s defaults.
What are some of the search engine optimization (SEO) leading practices achieved by creating a career site with Career Site Builder (CSB)? Note: There are 3 correct answers to this question.
CSB uses metadata to help ensure that jobs and pages are search engine-friendly.
A new site map is created and delivered to Google and Bing weekly.
The jobs posted to CSB sites are accessible to website crawlers.
CSB automatically populates hidden text on every page with the keywords provided in the metadata.
CSB supports creating Category pages to host jobs, which helps build SEO value more than specific job postings.
Comprehensive and Detailed In-Depth Explanation:
SEO in Career Site Builder (CSB) enhances visibility on search engines like Google by leveraging structured design and content. Let’s explore:
Option A (CSB uses metadata to help ensure that jobs and pages are search engine-friendly): Correct. Metadata (e.g., Page Title, Meta Keywords, Meta Description) optimizes pages for indexing.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “CSB leverages metadata, including Page Title, Meta Keywords, and Meta Description, configured in Site Settings, to ensure that job pages and content are optimized for search engines, improving discoverability.”
Reasoning: For “Best Run,” setting “Jobs at Best Run” as Page Title and “Sales, Engineering” as Meta Keywords makes careers.bestrun.com searchable for “Best Run jobs.” This is configured in CSB > Site Settings.
Practical Example: A Google search for “engineering jobs” shows “Jobs at Best Run” with the Meta Description snippet.
Option C (The jobs posted to CSB sites are accessible to website crawlers): Correct. CSB’s HTML structure allows crawlers to index job content.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Jobs posted to CSB sites are designed to be accessible to website crawlers, with structured data and URLs that allow search engines to index each job posting effectively.”
Reasoning: Unlike ATS systems with login walls, careers.bestrun.com/job/123 offers public HTML (e.g., <h1>Job Title</h1>), readable by Googlebot.
Practical Example: “Best Run” confirms 100% job indexation via Google Search Console.
Option E (CSB supports creating Category pages to host jobs, which helps build SEO value more than specific job postings): Correct. Category pages provide evergreen, keyword-rich content.
SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Creating Category pages (e.g., ‘Sales Jobs’) in CSB builds SEO value by providing persistent, keyword-rich pages that outlast individual job postings, driving organic traffic over time.”
Reasoning: careers.bestrun.com/sales-jobs ranks for “sales jobs” longer than a single job page that expires, configured in CSB > Pages.
Practical Example: “Best Run”’s “Engineering Jobs” page boosts rankings over a deleted “Engineer” job.
Option B: Incorrect. The sitemap is submitted once post-production, not weekly, via Google Search Console.
Option D: Incorrect. Hidden text violates SEO guidelines; metadata is visible and legitimate.
Which of the following are features of the clean core dashboard? Note: There are 2 correct answers to this question.
It can be accessed by using SAP For Me.
It can be used in all SAP S/4HANA Cloud editions.
Customers can use the dashboard in the dev, test, and production tenants.
Customers can grant access to the dashboard to partners.
Comprehensive and Detailed In-Depth Explanation:
The clean core dashboard monitors system health and compliance with SAP’s clean core strategy, minimizing customizations. Let’s detail its features:
Option A (It can be accessed by using SAP For Me): Correct. SAP For Me serves as the entry point for dashboard access.
SAP Documentation Excerpt: From the SAP SuccessFactors Integration Strategy Guide: “The clean core dashboard is accessible via SAP For Me, providing customers with a centralized view of system compliance with clean core principles.”
Reasoning: Logging into sapforme.com, users navigate to the SuccessFactors section to view clean core metrics (e.g., customization levels) for CSB. This is a unified SAP portal feature.
Practical Example: For “Best Run,” a consultant logs in on March 4, 2025, to check careers.bestrun.com’s clean core score.
Option D (Customers can grant access to the dashboard to partners): Correct. Partner collaboration is supported for optimization.
SAP Documentation Excerpt: From the SAP SuccessFactors Integration Strategy Guide: “Customers can grant clean core dashboard access to partners, enabling collaboration on maintaining a standardized system environment.”
Reasoning: In SAP For Me > User Management, granting view-only access to a partner (e.g., a consultant) allows them to assess and suggest clean core improvements.
Practical Example: “Best Run” shares access with their implementation partner to review API usage.
Option B: Incorrect. The dashboard is specific to SuccessFactors, not all S/4HANA editions.
Option C: Incorrect. It’s limited to production in SuccessFactors, per security constraints.
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