SAP C_THR84_2311 Exam

Recruitment marketing is a term that refers to the process of attracting and engaging potential candidates for an organization, using various marketing techniques and channels. Recruitment marketing has two main aspects:

The practice of promoting the value of an employer's brand in order to recruit talent: This involves creating and communicating a compelling and consistent message about the organization's culture, vision, values, and benefits, and showcasing it to the target talent pool. The goal is to build awareness, trust, and loyalty among the candidates, and to differentiate the organization from its competitors. Employer branding can be done through various media, such as websites, social media, blogs, videos, podcasts, events, or referrals.

The strategies an organization uses to find, attract, engage, and nurture talent before they apply for a job: This involves identifying and reaching out to the right candidates, using data-driven insights and personalized content. The goal is to generate interest, curiosity, and excitement among the candidates, and to guide them through the candidate journey, from awareness to consideration to application. Recruitment marketing strategies can include search engine optimization (SEO), pay-per-click (PPC) advertising, email marketing, social media marketing, content marketing, or talent networks.

The collection of candidate information and organization of prospects based on experience and skills: This is not a correct answer, because this is more related to candidate relationship management (CRM) than recruitment marketing. CRM is a tool or system that helps recruiters to manage and track their interactions with candidates, and to build and maintain long-term relationships with them. CRM can help recruiters to collect and store candidate information, such as resumes, profiles, preferences, or feedback, and to segment and organize prospects based on various criteria, such as experience, skills, location, or source. CRM can also help recruiters to communicate and engage with candidates, such as sending automated messages, reminders, or newsletters, or inviting them to events or webinars.

The focus is on the immediate need to fill a specific job opening: This is not a correct answer, because this is more related to recruitment than recruitment marketing. Recruitment is the process of finding, screening, interviewing, and hiring candidates for a specific job opening, using various methods and tools. Recruitment focuses on the short-term need to fill a vacancy, and evaluates candidates based on their qualifications, competencies, and fit for the role. Recruitment can be done through various channels, such as job boards, career sites, referrals, or agencies.Reference:

The correct URL for the scenario is:

https://jobs.company.com/go/Sales-Jobs/597140/?utm_source=youtube&utm_campaign=sales2023

This URL contains the correct tracking links for the following reasons:

The utm_source parameter specifies the source of the traffic, which is youtube in this case1.

The utm_campaign parameter specifies the name of the campaign, which is sales2023 in this case1.

The utm_source and utm_campaign parameters are separated by an ampersand (&) and preceded by a question mark (?) after the main URL1.

The other options are incorrect for the following reasons:

Option A: The utm_source and utm_campaign parameters are reversed, which will result in inaccurate tracking of the traffic source and campaign name1.

Option C: The utm_source and utm_campaign parameters are preceded by an ampersand (&) instead of a question mark (?), which will cause an error in the URL syntax1.

Option D: The utm_source and utm_campaign parameters are separated by a question mark (?) instead of an ampersand (&), which will cause an error in the URL syntax1.

When creating job descriptions in the requisition, it is important to follow some leading practices to ensure that the job descriptions are clear, concise, and compelling. According to theSAP SuccessFactors Recruiting: Candidate Experience Administrationcourse, some of the leading practices are:

Place the most unique information about the job at the top of the job description: This practice helps to capture the attention of the candidates and highlight the main selling points of the job. The most unique information could include the job title, location, summary, or key responsibilities.

Include information in the job description such as company information and benefits: This practice helps to showcase the employer brand and value proposition, and to motivate the candidates to apply for the job. The company information and benefits could include the company culture, vision, mission, values, awards, or recognition.

The following practices are not recommended:

Add an image to the job description to attract more attention: This practice may not be effective, as the image may not display properly on the career site or on external job boards. Moreover, the image may distract the candidates from the actual content of the job description, or may not be relevant to the job.

Do NOT include bullets in job descriptions as they will not display in the career site: This practice is incorrect, as bullets can be used in job descriptions and they will display in the career site. Bullets can help to organize the information in the job description and make it easier to read and scan.

SAP SuccessFactors Recruiting: Candidate Experience Administration: This course covers the configuration and administration of the candidate experience features, such as Career Site Builder, Candidate Relationship Management, and Advanced Analytics. It also provides best practices and tips for creating job descriptions in the requisition.

The Department (Category) field is often mapped to support writing Category Page rules because it allows you to create dynamic pages based on the department of the job requisition. For example, you can create a page that displays all the jobs in the Marketing department, or a page that shows the department overview and culture. The other fields are not as useful for creating Category Pages, as they are either too specific (Product Service, Hiring Manager) or too general (Number of Openings).Reference:SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 4: Job Data and Job Field Mapping, Lesson: Job Field Mapping, Slide 10.

Option B is correct because you can create colors for your Career Site Builder site using the color picker grid or by typing in the RGB or hex code.This gives you more flexibility and precision in choosing the colors that match your customer's branding and design1.

Option C is correct because you can use the opacity slide to lighten a color in your palette instead of creating a new color.This helps you save space in your palette and avoid having too many similar colors1.

Option D is incorrect because you should not archive colors that are only used in the header and footer. Archiving a color will remove it from your palette and from any components that use it.This can cause errors and inconsistencies in your site design1.

Option E is correct because you should enter a label for each color in your customer's color palette.This helps you identify and organize the colors in your palette and makes it easier to apply them to the components in your site1.

Option A is incorrect because you should not add colors for all brands that will be needed for a multi-branded site. You should create separate color palettes for each brand and assign them to the corresponding site settings.This allows you to manage the colors for each brand independently and avoid confusion and duplication1.

1: SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023 | SAP Training Certification

2: 1H 2023 Release Highlights: Talent Acquisition Innovations and Enhancements | SAP Blogs

3: Career Site Builder Global Settings and Global Styles | SAP Help Portal