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

Explanation:
Companies often have a main corporate website (externally hosted) containing rich, non-transactional content about the company culture, values, and employee stories. This detailed "About Us" or "Life at our Company" content is frequently maintained on their external site and linked to from their CSB career site.

Correct Option:

A) Content page:
"Content page" in the CSB context refers to static, informational pages like "About Us," "Benefits," or "Diversity & Inclusion." These pages contain detailed, evergreen employer branding material that is often already created and managed on a company's primary external website. It is common to link from the CSB site's navigation to these externally hosted content pages to avoid duplication of effort.

Incorrect Option:

B) Map page:
A "Map page" is a specific CSB page type that typically displays office locations on a map. This is a functional page best integrated directly into the career site for a seamless candidate experience and is less likely to be hosted externally.

C) Landing page:
While external landing pages are used in marketing campaigns, within the CSB context, "Landing page" often refers to a job category landing page (e.g., "engineering-careers") that is part of the CSB site itself to showcase relevant jobs. The primary external links are usually to general informational content, not job-specific landing pages.

D) Category page:
A "Category page" in CSB dynamically lists jobs based on a job category (e.g., "Sales Jobs"). This is a core, transactional part of the job search and application funnel and is therefore almost always built and hosted directly within the CSB site, not externally.

Reference:
This aligns with common implementation practices where the primary corporate website hosts the master employer brand content. Career Site Builder is then configured with External Links (e.g., in the header/footer) pointing to these pages on the corporate site, keeping the career site focused on job search and application.

Explanation:
In a multi-brand Career Site Builder setup, each brand can have a unique visual identity and localized candidate experience. Configuration happens at the brand level, allowing for distinct branding elements and region-specific adaptations to cater to different audiences.

Correct Option:

A) Colors and images:
This is a primary branding element. Within the Brand Management settings in CSB Admin, you can assign unique color palettes (primary, secondary colors), logos, favicons, and background images to each brand to visually differentiate them.

B) Data capture forms and locales:
You can configure brand-specific data capture forms (e.g., application forms, interest forms) with different fields or workflows. More critically, you assign specific locales (languages and regional settings) to each brand, determining the site's displayed language and date/number formats for candidates in that brand's region.

Incorrect Option:

C) Content and category pages:
While you can create unique Content pages (like "About Us") for each brand, it is not a mandatory or exclusive differentiator—brands can inherit pages from a default brand. Category pages (job listing pages) are typically shared across brands and filtered by job data (like department), not uniquely configured per brand for differentiation.

D) Cookie Consent Manager and JavaScript:
The Cookie Consent Manager is a global site setting configured once for the entire site/domain, not per individual brand. Similarly, Custom JavaScript (and CSS) is applied at the site level in Site Settings, affecting all brands on that site, and is not a tool for brand differentiation.

Reference:
Configuration is done in Career Site Builder Admin > Brand Management. Here, administrators define each brand's unique Visual Style (colors, logo) and assign Locales. Brand-specific forms are managed by assigning forms to specific brands within the Forms section. This is part of the standard multi-brand architecture.

Explanation:
Moving a CSB site to production requires several prerequisites to be met in the production environment and for the overall platform to be ready. The process can be blocked by missing infrastructure in production, incomplete configuration in production, or a platform release misalignment.

Correct Option:

A) The SSL certificate has NOT yet been created:
A valid SSL certificate for the planned production domain (e.g., careers.company.com) is a mandatory infrastructure requirement. The site cannot be activated and made live on a secure (HTTPS) domain without it.

B) The site setup steps, such as configuring Real Time Job Sync, have NOT yet been done in production:
Core functional configurations like Real-Time Job Sync (RTJS), which connects the site to the job database, must be completed in the production instance before go-live. The site import will fail or the site will not function without these prerequisites.

C) SAP SuccessFactors has released code to preview, but NOT yet to production:
CSB uses a multi-tier release cycle (Preview -> Production). If a new feature used in your stage/preview site is only in the Preview release, you cannot deploy that site to Production until the same code is promoted to the Production tier. The environments must be on compatible versions.

Incorrect Option:

D) The Job Alert Email Template has NOT been configured in the CSB stage environment:
Email templates are configured in the Admin Center (Email Notification Templates), not within the CSB site settings. The CSB site import does not carry email templates. Furthermore, this is a configuration that can be done independently in the production instance and is not a blocker for the site deployment itself.

E) You exported Site Settings from stage but did NOT update values in the XML file:
While you should update values (like domain names) in the exported XML file before importing to production, not doing so typically will not prevent the move. It will cause configuration errors (like broken links), but the import process itself can still complete, resulting in a misconfigured site. The technical deployment can still happen.

Reference:
The go-live checklist and deployment guide emphasize these prerequisites: SSL certificate provisioning, completing production instance setup steps (like RTJS), and ensuring release tier compatibility between environments. These are foundational for a successful production launch.

Explanation:
The Cookie Consent Manager (CCM) in CSB provides candidates with control over their cookie preferences after their initial choice. However, by default, the cookie banner only appears on the first visit. To allow candidates to change preferences later, the site must provide a persistent access point to the CCM settings.

Correct Option:

A) The consultant must configure a link in the header or footer to allow candidates to access the Cookie Consent Manager to change their cookie preferences.
This is the standard and necessary practice. A link labeled "Cookie Preferences" or similar must be manually added to the site's persistent navigation (header/footer). Clicking this link reopens the CCM dialog, allowing the candidate to enable previously disabled categories like "Social Media" (LinkedIn) cookies.

Incorrect Option:

B) The consultant must configure a component on the home page...:
While a component could be added, it is not the prescribed or scalable method. The standard and recommended approach is a link in the global header or footer, ensuring it is accessible from every page, not just the home page. A home-page-only component would be ineffective if the candidate lands on a different page.

C) Once selected, it is NOT possible to change cookie preferences...:
This is false. The CCM is designed to allow preference changes. The platform supports it, but it requires the administrator to provide the interface (the link) for the candidate to access those settings again.

D) The cookie banner automatically appears each time...:
By default, the initial consent banner does NOT reappear on subsequent visits for users who have already made a choice. Its behavior is to show once and then respect the stored choice. To modify preferences, the candidate needs a manually configured link, as described in option A.

Reference:
According to SAP SuccessFactors implementation guidance for the Cookie Consent Manager, administrators must manually add a "Cookie Preferences" link (using a dedicated link type in the Site Editor) to the site's header or footer. This link provides permanent access to the cookie settings dialog, a critical requirement for compliance with privacy regulations like GDPR.

Explanation:
In Career Site Builder, "Global Styles" refers to the centralized design and layout configurations that apply across the entire site, ensuring visual and structural consistency. These settings define the reusable templates and core visual identity for major site sections.

Correct Option:

A) Footers:
The Global Styles section is where you design and configure the site-wide footer template. This includes the structure, content blocks, links, and styling that will appear at the bottom of every page.

B) Headers:
Similarly, the site-wide header template (containing the logo, navigation menu, etc.) is designed and configured within Global Styles. This defines the persistent top section of every page.

D) Colors:
Global Styles is the primary location for defining the site's color palette (Primary, Secondary, Text, Background colors). These color variables are then applied consistently to headers, footers, buttons, and other elements throughout the site.

Incorrect Option:

C) Site banner:
A "Site Banner" (often a promotional or alert banner at the top of the page) is typically configured as a separate component or widget within the Site Editor for specific pages, not as a template within the Global Styles section. It is not a core global style element like headers/footers.

E) Social share:
Social sharing buttons or links are usually added as a component within a page template (like a job details page) or configured within specific widgets. They are not a fundamental part of the Global Styles configuration for headers, footers, and colors.

Reference:
In the Career Site Builder Admin > Site Editor, the Global Styles menu option leads to the configuration areas for Header, Footer, and Colors. This is where the master templates and design tokens are set, which are then inherited by all pages and brands on the site.

Explanation:
A functional consultant focuses on aligning the SAP SuccessFactors solution with the client's business processes and recruiting strategy. Their role is advisory and strategic, ensuring the system is configured to meet business goals, rather than performing technical development or external web tasks.

Correct Option:

B) Work with the customer to develop a job distribution strategy:
This is a core functional responsibility. The consultant advises on how to effectively post jobs to various channels (job boards, social media, the career site) using features like Job Distribution and Recruiting Posting to maximize candidate reach.

C) Ensure that the job data supports the customer's recruiting strategy:
This involves configuring the foundation of the system. The consultant ensures job requisitions, job codes, departments, and other data fields are set up correctly to enable targeted job searches, reporting, and the overall recruiting workflow that aligns with the client's strategic needs.

Incorrect Option:

A) Build the customer's CSB site using custom plugins:
Building the site using the standard CSB tools is a consultant's task. However, creating custom plugins involves custom code development, which is typically the responsibility of a technical developer or engineer, not a functional consultant.

D) Implement backlinks on the customer's corporate web site...:
This is a webmaster or IT task on the client's external corporate website. The functional consultant may advise that such links should be created as part of the strategy, but they do not have access to or implement changes on the client's external web servers.

Reference:
The role of a functional consultant is defined by business process analysis, solution design, and configuration within the SAP SuccessFactors platform. Key activities include Job Distribution configuration and master data (job data) setup to support recruiting processes, as per implementation methodology. Technical development and external website changes fall outside this scope.

Explanation:
In a Recruiting Marketing (RMK) implementation, the career site should feel like a seamless extension of the customer’s corporate brand. SAP recommends using a subdomain rather than a subdirectory (folder) because the RMK platform is hosted on a separate SAP data center from the customer's main corporate website. A subdomain allows the customer to point their DNS (via CNAME) to SAP's servers while maintaining their brand identity. Using "jobs" or "careers" as the prefix is a global industry standard that helps search engines like Google and Bing categorize the site correctly as a recruitment portal.

Correct Options:

B. jobs.[customername].com:
This is a primary recommendation because it is intuitive for candidates and search engine crawlers. It clearly identifies the purpose of the site. From a technical perspective, it is a standard subdomain format that allows for straightforward SSL certificate installation and DNS configuration between the customer's domain registrar and SAP.

C. careers.[customername].com:
Similar to the "jobs" prefix, "careers" is a standard and highly recommended naming convention. It provides a professional image and is often preferred by larger organizations that want to emphasize the "Career" aspect rather than just individual job listings. Both B and C ensure that the customer legally owns the domain authority.

Incorrect Options:

A. [customername].com/jobs:
This is a subdirectory or subfolder structure. While common for sites hosted on the same server, it is not recommended for CSB because the career site is hosted on a separate SAP platform. Implementing a subdirectory would require a reverse proxy setup, which is significantly more complex to maintain and is generally discouraged in standard CSB implementations.

D. .careers.com:
This is incorrect because it lacks the customer's specific root domain. A naming convention like customername.careers.com would imply the customer is a subdomain of a "careers.com" entity, which they do not own. The goal is to keep the career site under the customer's existing brand (e.g., careers.bestrun.com).

Reference:
SAP SuccessFactors Recruiting Marketing Guide: Section on Site Configuration and Subdomain Setup.

SAP Support Knowledge Base (KBA) 2706268: How to choose the URL for the RMK career site in production.