Which of the following statements describe recruitment marketing? Note: There are 2 correct answers to this question.
Correct Answer: A,C
Comprehensive and Detailed In-Depth Explanation: Recruitment Marketing (RMK) focuses on proactive talent attraction: * Option A (The strategies an organization uses to find, attract, engage, and nurture talent before they apply): Correct. RMK is about building a talent pipeline pre-application. * SAP Documentation Excerpt: From the Recruiting Marketing Guide: "Recruitment Marketing encompasses strategies to find, attract, engage, and nurture talent before they apply, leveraging tools like Career Site Builder and job distribution." * Option C (The practice of promoting the value of an employer's brand): Correct. Employer branding is a core RMK component. * SAP Documentation Excerpt: From the Recruiting Marketing Guide: "A key aspect of Recruitment Marketing is promoting the employer's brand value to attract top talent, enhancing the organization's appeal." * Option B: Incorrect. This describes talent pool management, not RMK. : SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Marketing Guide.
Question 47
You have created a data capture form for your customer and now are configuring the Recruiting Email Notification template and Recruiting email trigger for candidates who complete the form. Which trigger will you enable for this purpose?
Correct Answer: D
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. : SAP SuccessFactors Recruiting: Candidate Experience - Recruiting Email Configuration Guide.
Question 48
Assume that your customer owns a chain of retail stores. They require talent pools based on attributes of the stores, such as Goods Sold and Store Size. What are the steps to achieve this use case? Note: There are 2 correct answers to this question.
Correct Answer: A,C
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. : SAP SuccessFactors Recruiting: Candidate Experience - Talent Pool Administration Guide.
Question 49
What are the key elements configured on the Global Styles pages? Note: There are 3 correct answers to this question.
Correct Answer: A,C,E
Question 50
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.
Correct Answer: B,C
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. <company> com) and C (careers. <company> 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. : SAP SuccessFactors Recruiting: Candidate Experience - Career Site Builder Administration Guide (latest version as of Q1 2025).
