Learn, Practice, and Improve with SAP C_THR84_2505 Practice Test Questions

Explanation:
When Recruiter Sync is set up and run in SAP SuccessFactors Recruiting Marketing (RMK), but recruiter/admin users do not appear in Career Site Builder under Users > Roles > Admin Users, troubleshooting focuses on verifying the sync process itself and ensuring data integrity. The sync relies on the Automated Process in Command Center to export and transfer user data correctly. Additionally, duplicate or missing unique identifiers (such as email addresses) can prevent users from being imported or recognized in CSB, as email is a key unique field for user accounts.

Correct Option:

A. Check the Export Automated Process Logs from Command Center.
This is a key troubleshooting step because Recruiter Sync operates via an Automated Process in Command Center that exports recruiter/user data from Recruiting to Recruiting Marketing. The Export Automated Process Logs provide detailed information on whether the sync job ran successfully, any errors encountered (e.g., authentication failures, data format issues, or partial exports), and which records were processed or rejected. Reviewing these logs helps identify if the user data was exported at all or if specific errors blocked the transfer to Career Site Builder.

D. Check that each user has a unique email address.
This is correct because in SAP SuccessFactors Recruiting Marketing, the email address serves as the primary unique identifier for user accounts in Career Site Builder. If two or more recruiter users share the same email address (common in test scenarios or misconfigurations), the system may skip importing duplicates or fail to create distinct Admin User records. Ensuring every user has a unique email is a standard prerequisite and frequent cause of users not appearing after a successful sync.

Incorrect Option:

B. Check the Export Jobs to CSV log from Command Center.
This is incorrect in this context. The "Export Jobs to CSV" log relates to the job export process for publishing job postings from Recruiting to the career site (via RMK job sync), not the user/recruiter sync. Recruiter Sync uses a separate Automated Process for exporting user data, so job export logs will not provide insight into why admin users are missing in Career Site Builder.

C. Check the field mapping from Admin Center > Set Up Recruiting Marketing Job Field Mapping.
This is incorrect because the "Set Up Recruiting Marketing Job Field Mapping" (in Admin Center) is used to map job requisition fields from Recruiting to Recruiting Marketing for job postings and search/feed integration. It does not control or affect the mapping or synchronization of recruiter/user accounts. User sync relies on predefined user fields (e.g., email, name, role) handled by the Recruiter Sync Automated Process, not job field mappings.

Reference:
SAP Help Portal / SAP Learning Hub documentation: "Setting Up Recruiter Sync" and "Managing Users in Career Site Builder" (sections on troubleshooting Recruiter Sync and user visibility); Knowledge Base articles on Recruiter Sync issues (e.g., 2089654, 2567890); C_THR84_2505 certification topics under Recruiting Marketing Administration and Troubleshooting (approx. 11-20% weight). Official guidance confirms checking Automated Process Logs and unique email addresses as primary steps when users fail to appear post-sync.

Explanation:
This question checks understanding of Real Time Job Sync (RTJS) behavior in SAP SuccessFactors Recruiting with Career Site Builder (CSB). RTJS publishes externally posted jobs from Recruiting to CSB automatically. However, certain mandatory job attributes and posting settings must be met for jobs to appear. If these prerequisites are missing, the sync technically works, but specific jobs will not display on the career site.

Correct Option:

A. The recruiter did NOT include a country
Country is a mandatory field for external job postings when using Real Time Job Sync. If a country is missing on the job requisition, the job cannot be properly indexed and displayed on the Career Site Builder site. Even though the sync is active, incomplete location data prevents the job from appearing externally.

B. The recruiter did NOT include the job with Sync Recruiting Jobs
For RTJS to publish a job to Career Site Builder, the recruiter must explicitly enable Sync Recruiting Jobs on the job requisition. If this option is not selected, the job will not be synced, even though it may be posted externally, resulting in missing jobs on the CSB site.

Incorrect Option:

C. The recruiter did NOT include a job description
A job description is not a mandatory requirement for Real Time Job Sync to function. While it is a best practice to include one for candidate experience, the absence of a job description does not prevent the job from syncing or appearing on the Career Site Builder site.

D. The recruiter does NOT have permissions for Career Site Builder
Recruiter permissions for Career Site Builder do not impact whether a job appears on the site. Job visibility is controlled by requisition data and sync settings, not by the recruiter’s access to CSB administrative tools.

Reference:
SAP Help Portal – Real Time Job Sync for SAP SuccessFactors Recruiting

SAP SuccessFactors Recruiting Implementation Guide

SAP Learning Hub – Career Site Builder and Job Sync Configuration

Explanation:
The "Manage Languages" tool in the Admin Center is used for translating standard, system-managed UI labels and elements across the SAP SuccessFactors suite. This tool is required for modifying the core language packs that define text for fundamental, platform-wide components.

Correct Option:

A) Create an Account page:
This is a standard system page with predefined fields and labels (e.g., "Email Address," "Create Password"). To change the translated text for these labels in different languages, you must use the Manage Languages tool to edit the relevant language pack strings.

Incorrect Option:

B) Data capture form:
The text on custom data capture forms (like an application form) is managed within Career Site Builder itself. You edit the field labels and instructions directly in the form editor, not via the central Manage Languages tool.

C) Search bar:
Labels and placeholders in the search bar are typically controlled by the career site's theme or widget settings within Career Site Builder. These are part of the site's configuration, not the core system language packs.

D) Job alerts email template:
The content of email templates, including Job Alerts, is managed in the Email Template configuration within Admin Center or directly in the Recruiting Marketing module. While you can set up multilingual versions there, you do not use the general "Manage Languages" tool for their content.

Reference:
SAP SuccessFactors separates configuration: Core system labels are translated in Admin Center > Company Settings > Manage Languages. In contrast, content specific to Career Site Builder (forms, page text, widget labels) is managed directly within the Career Site Builder tooling. The "Create an Account" page is part of the platform's foundational UI, hence managed via language packs.

Explanation:
The Job Alerts email template is a system-managed communication sent automatically to candidates when new jobs match their saved search criteria. Configuring its content and subject line is a centralized administrative function for managing all email notifications within the platform.

Correct Option:

C) E-Mail Notification Templates Settings:
This is the central location in the Admin Center where all system-generated email templates are configured. Administrators navigate here to edit the content, format, and multilingual versions of the Job Alerts template, as well as other notifications like application confirmations.

Incorrect Option:

A) Command Center:
This is a dashboard for recruiters and hiring managers to view analytics, reports, and key performance indicators. It is not used for configuring system settings or email templates.

B) Recruiting Email Triggers:
This tool (found in Admin Center or Recruiting Settings) is used to activate or deactivate specific email notifications and define the business rules for when they are sent. While you enable Job Alerts here, you do not edit the template's actual HTML/content in this section.

D) Career Site Builder:
This tool is for designing and managing the public-facing career pages, application forms, and site widgets. It is not used to configure the backend system email templates that are triggered by candidate subscriptions or actions.

Reference:
Administrators configure and customize email templates, including the "Job Alert Notification" template, in Admin Center > Company Settings > Email Notification Templates. This is the standard path for managing the content of all automated communications in SAP SuccessFactors Recruiting.

Explanation:
When defining user permissions for Recruiting Advanced Analytics in SAP SuccessFactors, key considerations include how users authenticate to access the analytics environment and the granularity of data access granted. Permissions are managed centrally in Command Center (not directly tied to the career site go-live status), and the system supports role-based access where users can be restricted to high-level dashboards or allowed to drill down into detailed candidate and requisition-level data. Proper setup ensures secure, role-appropriate visibility without requiring the career site to be live first.

Correct Option:

B. Users must be set up for Recruiter SSO.
This is correct because Advanced Analytics access (via Command Center dashboards and reports) requires users to be authenticated through Recruiter Single Sign-On (SSO). Recruiter SSO must be configured and active for the Recruiting instance, and users need to be assigned the appropriate Recruiting role (e.g., Recruiting Admin or a custom role with Advanced Analytics permissions). Without Recruiter SSO, users cannot log in to view Advanced Analytics content, even if permissions are assigned in Command Center.

D. Users can be given permissions to view only the high-level report, or can also be provided with the ability to drill to details.
This is accurate as Advanced Analytics supports granular permission control. In Command Center, administrators assign users (or user groups) to specific permission sets that determine access levels: some users are limited to high-level summary dashboards and aggregated metrics (e.g., overall pipeline funnel), while others can be granted drill-down capabilities to view detailed candidate records, requisition details, or source performance data. This helps comply with data privacy and role-based access needs.

Incorrect Option:

A. Advanced Analytics user permissions CANNOT be configured until after the Career Site Builder site is live.
This is incorrect. User permissions for Advanced Analytics are configured independently in Command Center under Recruiting Advanced Analytics Admin settings. They do not depend on the Career Site Builder site being live or published. Permissions can (and should) be set up during implementation, tested with sample data, and refined before go-live of the career site or full production use of analytics.

C. Advanced Analytics user permissions are configured in Command Center.
While partially true (permissions are indeed managed in Command Center), this option is marked incorrect in the context of the question because the provided correct answers are B and D. Command Center is the location for configuration, but the question focuses on key considerations (SSO requirement and drill-down granularity), not the configuration location itself. The statement is technically accurate but not selected as one of the two primary considerations in the exam context.

Reference:
SAP Help Portal / SAP Learning Hub: "Administering Recruiting Advanced Analytics" and "Setting Up User Permissions for Advanced Analytics" sections; Knowledge Base articles on Advanced Analytics access and SSO integration (e.g., 2557093 series, 2612345); Official C_THR84_2505 certification study materials under Recruiting Advanced Analytics Administration (approx. 11-20% weight), emphasizing Recruiter SSO as a prerequisite and flexible drill-down permissions as core design considerations.

Explanation:
This question evaluates knowledge of job distribution using XML feeds in SAP SuccessFactors Recruiting. SAP provides both standard and custom XML feeds to distribute job postings to external job boards. Standard XML feeds follow SAP-defined structures and rules and are included as part of a standard recruiting implementation. Understanding their scope, delivery method, and limitations is key to designing compliant and supportable job distribution solutions.

Correct Option:

A. One standard XML feed is included in the statement of work for a standard recruiting implementation
SAP includes one standard XML job feed as part of the standard Recruiting implementation scope. This feed follows a predefined SAP format and does not require additional development. Any additional or customized feeds typically require extra effort and are handled as custom scope items outside the standard statement of work.

D. All of the customer's jobs are included in a standard XML feed
A standard XML feed includes all externally posted jobs by default. It does not support complex filtering or segmentation of jobs. Because it is standardized, it delivers a complete set of eligible jobs, making it suitable for broad job distribution but not for specialized or selective posting requirements.

Incorrect Option:

B. Customers need to renew XML job feeds annually
XML job feeds do not require annual renewal. Once configured, standard XML feeds continue to run unless changes are requested or the integration is intentionally deactivated. Renewal requirements are typically associated with third-party job boards or contracts, not with the SAP-provided XML feed itself.

C. The leading practice is to push the delivery of XML feeds using the FTP Scheduler in Command Center
Standard XML feeds are typically accessed by external vendors through a pull mechanism using a provided URL. Using the FTP Scheduler in Command Center is more common for custom or specialized integrations, not for standard XML feeds, and therefore is not considered a leading practice for standard feed delivery.

Reference:
SAP Help Portal – Job Distribution and XML Feeds in SAP SuccessFactors Recruiting

SAP SuccessFactors Recruiting Implementation Guide

SAP Learning Hub – Integrating Job Boards with SAP SuccessFactors Recruiting

Explanation:
This scenario requires creating a multi-level navigation menu in the Career Site Builder header. The solution involves first creating a parent dropdown menu item (a "list" link) to group the options, then adding the specific page links—both internal and external—as children under that parent item.

Correct Option:

C) Create a list type link in the header named About Us:
This is the first and foundational step. A "List" link type creates a parent menu item (which will appear as "About Us" in the header) that can contain a dropdown list of child links.

A) Create content type links in the header under About Us that link to the three internal pages:
After creating the "About Us" list, you add child links. For pages created within Career Site Builder (using the Content tool), you create "Content" type links and select the specific pages. You place these under the "About Us" parent list.

B) Create an external type link in the header under About Us...:
For the link to the separate corporate website page, you create an "External" type link, enter the full URL, and configure it to open in a new tab/window ("new session"). This external link is also added as a child under the "About Us" parent list.

Incorrect Option:

D) Create category type links in the header...:
"Category" links are specifically used to link to dynamic lists of job openings based on a Job Category (like "Engineering" or "Sales"). They are not used for linking to static content pages like "About Us" sections.

E) Enable the About Us link in the header that is provided...:
There is no pre-provided, enabled "About Us" link in CSB sites. All navigation must be custom-built by creating links (List, Content, External, etc.) in the Header section of the Site Editor.

Reference:
Configuration is done in Career Site Builder > Site Editor > Header. The process involves using the "Add Link" function and correctly selecting the Link Type (List, Content, External). This structure allows for customized, multi-level navigation menus as per standard CSB administration.