C_THR83_2505 Practice Exam Questions with Answers SAP Certified Associate - Implementation Consultant - SAP SuccessFactors Recruiting: Recruiter Experience Certification

A job board credit in SAP SuccessFactors Recruiting Posting is a unit or token used to pay a job board for posting a job. Many job boards operate on a credit system where each job posting requires one or more credits for the job to be posted publicly.

Job Board Credit Usage:

When an organization posts a job to an external job board, Recruiting Posting deducts the required number of credits from the organization’s account with that job board. This allows the job board to complete and publish the job posting.

To use a custom field as a token in Job Descriptions and Recruiting Email templates, certain configurations in Provisioning are required to ensure the field is recognized by the system as a token and is reportable.

Configure as a Token in Provisioning (Option A):

Go to Provisioning > Configure Custom Token Settings.

Add the custom field to be used as a token, enabling its availability in job descriptions and email templates.

Set as Reportable Field in Provisioning (Option D):

In Provisioning > Configure Reportable Fields, configure the field to ensure it is available in reports and other templates, including email and requisition templates.

Testing and Verification:

After configuration, test the token in a job description or email template to ensure it displays correctly.

To trigger emails by candidate status, the appropriate configuration is done in the Edit Applicant Status Configuration section. Here, administrators can define email notifications based on specific candidate status changes.

Steps to Configure:

Go to Admin Center > Edit Applicant Status Configuration.

Select the relevant status and specify the email template to trigger for each status change.

Save the configuration to ensure that emails are triggered automatically based on status changes.

In Interview Central, the Hiring Manager Note feature allows the hiring manager to provide specific instructions or guidance for the interviewers. This note may include details about what to focus on during the interview, specific competencies to assess, or other relevant information to ensure the interview process is aligned with the job's requirements.

Purpose of Hiring Manager Note:

This note serves as a guideline for interviewers, enhancing the consistency and relevance of evaluations by focusing on key attributes the hiring manager deems important.

In Interview Central, interviewers have the ability to rate candidates based on a predefined set of competencies. This feature allows for structured assessment and consistent evaluation criteria across interviewers.

Steps to Use:

Within Interview Central, select the candidate and rate them on each of the competencies provided.

Ratings can be viewed and used to compare candidates across different competency areas.

To allow the Hiring Manager to review the job requisition during its creation, the Route Map should be configured as follows:

Add Hiring Manager (G) to Modify Step (Option B):

This configuration allows the Hiring Manager to review and, if necessary, modify the job requisition without being the form’s creator. Assigning the G role to the modify step grants them this permission.

Configure as Iterative or Collaborative Step (Option D):

Set the modify step as collaborative if multiple roles need concurrent access to review, or iterative if each reviewer should access the requisition one after another.

Before a Recruiting Posting job posting can begin, certain prerequisites must be in place to ensure that the user has the necessary configuration and access:

Posting Profile Association (Option A):

The Recruiting user must have at least one posting profile associated with them. Posting profiles define job board configurations and access rights, linking the user to specific posting options.

Job Board Configuration Validation (Option C):

Each job board used in Recruiting Posting requires proper configuration, including access credentials and other necessary data, to allow successful job posting.

Manage Recruiting Posting Permission (Option E):

The Manage Recruiting Posting permission must be enabled for the user, allowing them to initiate and manage job postings across job boards.

? C. The new field label must be updated in Job Requisition System Field Labels in Provisioning or Admin Center. SuccessFactors has a central place to manage labels for standard fields. This ensures consistency across the system. If you only change the label within the template, it will be overridden by this central setting.

? D. The field label must be updated in the Job Requisition template field definition. You do need to update the field label within the template itself. This tells the template which label to pull from the central settings.

SAP recommends OData and SOAP APIs for clean core integrations, as they are modern, standardized, and compatible with SAP’s cloud-based solutions. These APIs help maintain a clean core by allowing data integrations without custom modifications to the core system.

SOAP (Option C):SOAP is commonly used for integrations with SAP’s enterprise applications, supporting reliable messaging and security features.

OData (Option D):OData APIs are lightweight and RESTful, making them ideal for web and cloud integrations, particularly for SuccessFactors.

Background elements, which allow for the capture of information such as previous employment or education, are mapped within the Candidate Profile template. This mapping supports synchronization between the People Profile and Candidate Profile.

Steps to Configure:

In the Candidate Profile template, define the mapping for background elements that should sync with the People Profile.

This mapping will ensure that relevant candidate information flows between the profiles seamlessly.

In SAP SuccessFactors Recruiting, defining permissions for job requisition fields involves several key steps to ensure that the right users have the necessary read or write access for each field:

Assign Permission for Each Status (Option A):Different statuses in the requisition lifecycle (pre-approved, approved, and closed) may require distinct permissions for fields.

Add Operators for Each Permission Block (Option B):Define operators (e.g., recruiter, hiring manager) for each permission block, determining who can view or edit fields.

Set Write or Read Permissions (Option D):Specify the level of access—either read or write—for each field based on the roles and statuses.