According to the SAP Help Portal1, you should consider the following regarding mapping candidate statuses for Advanced Analytics:

Any status that indicates that the candidate was NOT hired, such as Automatically Disqualified, does need to be mapped. This is because all statuses must be mapped to one of the five standard statuses in Advanced Analytics: Apply Completed, Qualified, Interviewed, Offer Made, or Hired. If you have multiple not hired statuses, you can map them to ATS Capture, which is a hidden status that does not appear in the reports1.

After saving the status mappings in Command Center, you can correct mapping errors as long as you do it during the same session. This is because the status mappings are not pushed to the Advanced Analytics database until you log out of Command Center or close the browser. If you need to make any changes after logging out, you must contact SAP Customer Support to request a data purge and re-sync1.

With some exceptions, if a status is NOT mapped when the OData integration is run, the sync will fail. This is because the OData integration requires that all statuses are mapped to ensure data consistency and accuracy. The exceptions are when you have a new status that has not been used by any candidates yet, or when you have a status that is not used by any active job requisitions. In these cases, the sync will not fail, but you will receive a warning message and you should map the status as soon as possible1.

Status mappings can be completed even when there is no candidate data associated with each status on the Talent Pipeline. This is because the status mappings are based on the status names and not on the candidate data. You can map any status that exists in your Recruiting Management system, regardless of whether it has been used by any candidates or not1.

References: Career Site Builder Status Mappings in Advanced Analytics

When sending an email campaign, you have the following options:

An email campaign can be sent multiple times. You can use the same email campaign template and content to send to different groups of candidates or at different times. You can also edit the email campaign before sending it again, if needed.

A test email can be sent. You can send a test email to yourself or to a colleague to preview how the email campaign will look and function. This can help you check the formatting, layout, links, and personalization of the email campaign before sending it to the actual candidates. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Candidate Relationship Management, Lesson: Email Campaigns, Slide 10-11.

In SAP SuccessFactors Recruiting: Candidate Experience, when an accessibility checker identifies Redundant Title Text alerts, it indicates that the title attribute text is identical to the link or alternative text. This redundancy can be corrected by renaming the link using different texts for the Title and Text fields to ensure that they are not identical, enhancing website accessibility. References: SAP SuccessFactors Recruiting: Candidate Experience documents available at SAP Training)

To configure the About Us links in the header, you need to do the following:

Create a list type link in the header named About Us. This will create a drop-down menu that can contain multiple links under the About Us label.

Create category type links in the header under About Us that link to the three internal pages. These pages are created using the Page Builder tool in CSB, and they can contain various components and content related to the customer’s organization, such as mission, vision, values, culture, etc.

Create an external type link in the header under About Us that opens a new session and links to the page hosted on the customer’s corporate site. This will allow the candidates to access more information about the customer’s company from their main website.

References:

SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Career Site Builder Pages and Components, Lesson: Header and Footer

SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023, Topic Area: Career Site Builder Pages and Components <= 10%

Category pages are designed to display job listings based on predefined criteria, such as location, function, or industry. They allow candidates to browse and filter jobs that match their interests and qualifications. Category pages can also include components such as banners, videos, or testimonials to showcase the employer brand and culture. 

It is important to set up CSB Role Based Permission from CSB > Users > Roles because:

Until CSB Role Based Permission is enabled, all users with access to CSB have all permissions in the tool. This means that any user who can log in to CSB can perform any action, such as creating, editing, deleting, publishing, or syncing pages, components, settings, or translations. This could pose a risk of unauthorized or accidental changes, errors, or conflicts in the site configuration and content. Therefore, it is recommended to enable CSB Role Based Permission and assign different roles to different users based on their responsibilities and tasks.

Site setup settings are located within CSB and should only be accessed by trained administrators. These settings include the site name, site ID, site URL, site language, site theme, site layout, site logo, site favicon, site integrations, site analytics, and site SEO. These settings are critical for the functionality, performance, and appearance of the site, and should not be modified by untrained or inexperienced users. Therefore, it is recommended to set up CSB Role Based Permission and restrict the access to these settings to only the administrators who are responsible for the site setup and maintenance.

The other two options are incorrect because:

Until CSB Role Based Permission is enabled, NO users can access CSB. This is not true, as users can still access CSB if they have the permission to access the Career Site Builder tool in the Provisioning system. However, they will have all permissions in the tool, which is not desirable for the reasons explained above.

Only one CSB role can be assigned per user, so additional roles may need to be created to satisfy your customer’s permission requirements. This is not true, as users can have multiple CSB roles assigned to them, as long as the roles do not conflict with each other. For example, a user can have both the Content Editor and the Translator role, which allows them to edit and translate the site content. However, a user cannot have both the Administrator and the Content Editor role, as the Administrator role already includes the Content Editor role.

References:

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023

SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 2H/2023

[THR84 - SAP SuccessFactors Recruiting: Candidate Experience Academy]

[THR84 - Unit 1: Candidate Experience Overview and Project Kickoff]

[THR84 - Unit 2: Site Setup]

When internal career site is enabled, you can configure different settings and content for internal employees and external candidates on your Career Site Builder site. This allows you to tailor the candidate experience based on the audience and the business needs. Some of the differences that can be applied are:

Internals and externals may be able to apply to different jobs: You can set up job requisitions to be visible only to internal employees, only to external candidates, or to both. This way, you can control who can view and apply to certain jobs based on their eligibility and suitability. You can also set up different application processes and forms for internals and externals, such as requiring different information or documents, or enabling different integrations or assessments.

Internals and externals may see different page components: You can create different page components for internal employees and external candidates, such as banners, videos, testimonials, or forms. You can also assign different page components to different pages based on the audience, such as showing different messages or images on the home page, category page, or job details page. This way, you can customize the look and feel of your site and provide relevant and engaging content for each group.

Internals and externals may see different headers and footers: This is not a correct answer, because the header and footer settings are global and apply to the entire site, regardless of the audience. You cannot create or assign different headers and footers for internal employees and external candidates. However, you can use the header and footer components to display different links or menus based on the audience, such as showing different career site pages, external sites, or internal resources.

Internals and externals may see different job layouts: This is not a correct answer, because the job layout settings are also global and apply to the entire site, regardless of the audience. You cannot create or assign different job layouts for internal employees and external candidates. However, you can use the job layout components to display different information or actions based on the audience, such as showing different job details, apply buttons, or share options. References

You will enable Limit Search by Locale under Global Search options in Career Site Builder (CSB) under the following conditions:

The customer plans to translate the title and description for all job requisitions that are relevant for a specific locale. This will ensure that the candidates see the job requisitions in their preferred language and can apply more easily1.

The customer wants jobs returned in a search to be restricted to the locale the candidate selects on the CSB site. This will provide a more personalized and relevant experience for the candidates and filter out the jobs that are not applicable for their region2.

The other options are not valid conditions for enabling Limit Search by Locale in CSB:

The customer wants to host multiple locales on their CSB site, and Limit Search by Locale is required for that. This is not true, as Limit Search by Locale is an optional feature that can be enabled or disabled for each locale. The customer can host multiple locales on their CSB site without using this feature3.

The customer wants job alerts that the candidate receives to be restricted to the locale the candidate selects on the CSB site. This is not possible, as job alerts are based on the candidate’s profile settings and not on the CSB site settings. The candidate can choose the language and location preferences for the job alerts in their profile4.

References: 1: SAP Help Portal - Translate Job Requisition Fields 2: SAP Help Portal - Configure Global Search Options 3: SAP Help Portal - Create a New Locale 4: SAP Help Portal - Manage Job Alerts

When configuring Advanced Analytics, you need to map the applicant statuses from the Recruiting Management module to the corresponding statuses in the Advanced Analytics module. This allows you to track and report on the candidate journey and the effectiveness of your sourcing channels and campaigns. However, some applicant statuses do not need to be mapped, as they are either not relevant or automatically mapped by the system. These statuses are:

Auto Disqualified: This status is assigned to candidates who fail to meet the minimum qualifications or pass the pre-screening questions. This status is automatically mapped to the Disqualified status in Advanced Analytics, and does not need to be manually mapped.

Withdrawn by Candidate: This status is assigned to candidates who withdraw their application voluntarily. This status is not relevant for Advanced Analytics, as it does not reflect the recruiter’s actions or decisions. Therefore, it does not need to be mapped.

The other statuses, Invited to Apply and Forwarded, do need to be mapped, as they are important for measuring the candidate experience and the recruiter performance. The Invited to Apply status is assigned to candidates who are invited to apply for a job requisition by the recruiter. This status should be mapped to the Sourced status in Advanced Analytics, to indicate that the candidate was sourced by the recruiter. The Forwarded status is assigned to candidates who are forwarded to another job requisition by the recruiter. This status should be mapped to the Forwarded status in Advanced Analytics, to indicate that the candidate was moved to another opportunity. References:

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023

SAP SuccessFactors Recruiting: Candidate Experience Academy

HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration

A standard XML feed is a predefined format of job data that can be used to distribute jobs to external job boards or aggregators. The following are associated with a standard XML feed:

One standard XML feed is included in the statement of work for a standard recruiting implementation. This means that the customer can request one standard XML feed as part of the implementation project, without any additional cost or effort. The standard XML feed will include the default fields and attributes that are supported by Career Site Builder.

The leading practice is to push the delivery of XML feeds using the FTP Scheduler in Command Center. This means that the customer can configure the frequency and timing of the XML feed delivery, and use the FTP Scheduler tool to automate the process of sending the XML feed file to the destination server. This ensures that the job data is updated regularly and consistently across the external sources. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 5: Job Delivery, Lesson: Job Delivery, Slide 13-14.

 The Source Tracker functionality allows you to track the effectiveness of your sourcing channels and campaigns by generating unique tracking links for each job posting. These links can be used to manually post jobs on external sites, such as social media, job boards, or email campaigns. The tracking links capture the source of the candidates who apply through them, and enable reporting in Advanced Analytics for manually posted jobs. You can generate tracking links from Recruiting > Source Tracker > Campaign URL Builder, where you can select the job requisition, the source, and the campaign name. You can also enable your customer’s Source Tracker options from Command Center, where you can configure the default source, the source expiration, and the source attribution. You can also edit the sources that are available to select from the Site Source Editor. You should not enable all possible sources, as this may cause confusion and inaccurate data. You should only enable the sources that are relevant and useful for your customer. If a source that the customer requests is not available to enable in the Site Source Editor, you can submit a support ticket to request that the source be created. References:

SAP SuccessFactors Recruiting: Candidate Experience 2H/2023

SAP SuccessFactors Recruiting: Candidate Experience Academy

[Reviewing the Candidate Experience in SAP SuccessFactors Recruiting]

Based on the web search results, some of the responsibilities of a functional consultant on a CSB implementation are:

Work with the customer to develop a job distribution strategy. This involves understanding the customer’s business goals, target audience, and recruitment channels, and helping them to optimize their job postings and campaigns across various platforms, such as job boards, social media, and search engines12.

Ensure that the job data supports the customer’s recruiting strategy. This involves analyzing the job requisitions, job descriptions, and job classifications, and ensuring that they are consistent, accurate, and compliant with the customer’s requirements and standards. It also involves configuring the CSB site to display the job data in a user-friendly and accessible way, using features such as search filters, job alerts, and job recommendations3 .

Upsell additional solutions to the customer is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a sales or account manager, who would identify the customer’s needs and offer them additional products or services that could enhance their experience or solve their problems.

Build the customer’s CSB site using custom plugins is not a responsibility of a functional consultant on a CSB implementation. This is more likely to be a role of a technical consultant or a developer, who would create and implement custom code or plugins to extend the functionality or appearance of the CSB site, according to the customer’s specifications or requests.

References: Job Distribution, Career Site Builder Job Distribution, Job Data, [Career Site Builder Job Data], [Sales Consultant Job Description], [Technical Consultant Job Description]

Some leading practices when creating Category pages are:

Page titles should end with the word Jobs or Careers for better search engine optimization (SEO). This will help the career site rank higher in search engines and attract more candidates1.

Category pages use the same design layout to provide a consistent user experience. This will make the career site look professional and easy to navigate2.

Category pages host minimal content to allow candidates to find jobs quickly and easily. This will reduce the cognitive load and increase the conversion rate of the candidates3.

The other options are not leading practices when creating Category pages:

Category pages contain different headers and footers than the Home page. This will create confusion and inconsistency for the candidates and may affect the branding of the career site.

Category pages do NOT contain jobs that appear on other Category pages. This will limit the exposure and visibility of the jobs and may prevent candidates from finding the best fit for their skills and interests.

References: 1: SAP Help Portal - SEO Best Practices 2: SAP Help Portal - Guidelines 3: SAP Learning Journey - Reviewing the Candidate Experience in SAP SuccessFactors Recruiting : [SAP Training - HR832 - SAP SuccessFactors Recruiting: Candidate Experience Administration] : [SAP Certification - C_THR84_2305 - SAP Certified Application Associate - SAP SuccessFactors Recruiting: Candidate Experience 1H/2023]

To enable the SSL notification feature for Career Site Builder administrators, you need to do the following configurations:

From CSB > Users > Roles, provide permission for SSL Certificates. This allows the administrators to view and manage the SSL certificates for their sites.

From CSB > Users > Roles, provide permission for the Site Configuration menu. This allows the administrators to access the site settings, such as domain, language, and analytics.

From CSB > Users > Admin Users, select Enable SSL Notification. This allows the administrators to receive email notifications when their SSL certificates are about to expire or have expired. The other options are not related to the SSL notification feature. The IDP Configuration permission is for configuring the identity provider settings for single sign-on. The Content Security Policy setting is for defining the sources of content that are allowed to load on the site. References: SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 2: Site Setup, Lesson: SSL Certificates, Slide 4-5.