Free Practice Questions for SAP C_THR84_2505 Exam

Comprehensive and Detailed In-Depth Explanation:

Highlighting hard-to-fill jobs on the CSB Home page:

Option B (Within the Featured Jobs component): Correct. The Featured Jobs component showcases priority roles.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “The Featured Jobs component on the Home page can be configured to display hard-to-fill or high-priority jobs, drawing candidate attention.”

Option D (Within the category dropdown menu in the header): Correct. A category link (e.g., “Critical Roles”) can target these jobs.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Category dropdown menus in the header can include links to pages displaying hard-to-fill jobs, providing direct navigation from the Home page.”

Option A: Incorrect. Footer links are for SEO, not Home page prominence.

Comprehensive and Detailed In-Depth Explanation:

Data capture forms in CSB collect candidate information (e.g., name, email) without requiring a full job application. After submission, an email trigger notifies the candidate. Here’s why D is correct:

Option D (Data Capture Form Submitted - Welcome and Set Password Email): This trigger is specifically designed for data capture form submissions. It sends a welcome email with a link to set a password, enabling candidates to create an account and access the career site. It aligns with the scenario of capturing initial candidate interest and encouraging further engagement.

Option A (Career Site E-Mail Notification): Too generic; it doesn’t specify the data capture context and isn’t a defined trigger for this purpose.

Option B (Recruiting Manual Candidate Creation Notification): This applies to recruiters manually adding candidates in the system, not form submissions by candidates.

Comprehensive and Detailed In-Depth Explanation:

Links on Career Site Builder (CSB) sites should be intuitive, accessible, and user-friendly, aligning with web standards. Let’s evaluate the leading practices:

Option A (Populate the title text for each link): Correct. Title attributes improve accessibility and provide context for screen readers and SEO.

SAP Documentation Excerpt: From the Career Site Builder Accessibility Guide: “Populate the title attribute for each link (e.g., title=’View Sales Jobs’) to enhance accessibility for screen readers and provide context for search engines.”

Reasoning: On careers.bestrun.com, a link Sales helps a visually impaired user understand the destination via JAWS. This is set in CSB > Pages > Link Settings.

Practical Example: “Best Run” adds “View All Jobs” title text, improving usability.

Option D (When a user clicks on the link, immediately display what the user expects to see): Correct. Links must meet user expectations for trust and efficiency.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “Ensure that clicking a link immediately displays the expected content, such as a job list for ‘View Jobs,’ to maintain candidate trust and usability.”

Reasoning: A “Careers” link on www.bestrun.com should load careers.bestrun.com, not a 404 error. This is tested post-configuration.

Practical Example: “Best Run” ensures “Apply Now” links to the application form, verified in a user test.

Option E (If blue text is used on the site, ensure that it's always used to represent links): Correct. Consistent styling signals interactivity.

SAP Documentation Excerpt: From the Career Site Builder Administration Guide: “If blue text is designated for links, apply it consistently across the site to signal clickable elements to candidates.”

Reasoning: On careers.bestrun.com, blue “Learn More” links (e.g., #0000FF) distinguish from black text, set in CSB > Global Styles > Link Color.

Practical Example: “Best Run” uses blue for all links, tested for uniformity.

Option B: Incorrect. Multiple corporate links clutter the site; one is sufficient.

Option C: Incorrect. External links typically open in new tabs for UX, configured with target="_blank".

Comprehensive and Detailed In-Depth Explanation:

Talent pools can be customized for retail-specific attributes to support targeted recruitment:

Option A (Edit the talent pool and select values for the additional attributes): Correct. After creating custom attributes (e.g., Goods Sold, Store Size), recruiters can edit the talent pool in Recruiting Management to select specific values (e.g., “Electronics” for Goods Sold, “Large” for Store Size) to filter candidates.

SAP Documentation Excerpt: From the Talent Pool Administration Guide: “Once custom attributes are defined, edit the talent pool in Recruiting Management to select specific values for those attributes, tailoring the pool to specific criteria like Goods Sold or Store Size.”

Reasoning: This step refines the pool by applying filters, ensuring candidates match store-specific needs. For example, a talent pool named “Retail Electronics Staff” can include candidates with “Electronics” and “Medium” store size preferences.

Practical Example: In “Best Run Retail,” a recruiter edits the “Electronics Talent Pool,” selecting “Electronics” and “Large” to target candidates for big stores.

Option C (Create custom generic objects for Goods Sold and Store Size): Correct. Custom Generic Objects in Admin Center extend the system to define these unique attributes, linking them to candidate or job data for use in talent pools.

SAP Documentation Excerpt: From the Configuration Guide: “To support attributes like Goods Sold and Store Size in talent pools, create custom Generic Objects in Admin Center to define these fields, then associate them with candidate profiles or job requisitions.”

Reasoning: Standard fields (e.g., Location) don’t cover store-specific data, so creating “GoodsSold” (values: Electronics, Clothing) and “StoreSize” (values: Small, Medium, Large) as Generic Objects enables this use case. This is a foundational setup in Provisioning > Manage Data.

Practical Example: For “Best Run,” a consultant configures “GoodsSold” with picklist values, then maps it to the talent pool interface.

Option B (When naming the talent pool, list all of the attributes and their values): Incorrect. Naming is descriptive (e.g., “Electronics Staff Pool”), but attributes and values are set via configuration, not the name itself.