The Translation menu in Career Site Builder gives you access to the Translation Editor, which allows you to provide your own wording in place of default labels in your career site. You can use the translation editor to change the wording for labels anywhere in your career site, such as job field mappings labels and site buttons. The other options are not examples of something you can change using the Translation menu, as they are configured in other menus or settings in Career Site Builder.Reference:Translation Editor in Career Site Builder Tools

Some leading practices when using a link on a career site are:

Populate the title text for each link. This will provide additional information about the link when the user hovers over it, and also improve the accessibility for screen readers and search engines1.

If blue text is used on the site, ensure that it's always used to represent links. This will create a consistent visual cue for the users to identify the links and avoid confusion2.

When a user clicks on the link, immediately display what the user expects to see. This will enhance the user experience and satisfaction by reducing the loading time and providing relevant content3.

The other options are not leading practices when using a link on a career site:

Include multiple links to the customer's corporate site. This will distract the user from the main purpose of the career site, which is to apply for jobs, and also create a cluttered and confusing layout4.

All external links from the career site should open in the same browser window. This will interrupt the user's browsing flow and make it harder for them to return to the career site. It is better to open external links in a new browser tab or window5.

According to the SAP SuccessFactors Recruiting: Candidate Experience Administration course1, the blackout period is a time frame during which you should not move your Career Site Builder site to Production. This is because the update code is pushed to Preview first, and then to Production later, usually within a week. If you move your site to Production during this time, you may encounter issues or inconsistencies due to the different code versions.Therefore, the SAP leading practice is to wait until the Production release is complete before moving your site to Production1.

The other options are not related to the blackout period, but rather to other aspects of the Career Site Builder functionality. For example:

Option B refers to the Real-time Job Sync feature, which allows you to sync job requisitions from Recruiting Management to Career Site Builder without any delay.However, this feature requires additional configuration and activation, and it may not be available for all customers2.

Option C refers to the caching mechanism of Career Site Builder, which may cause a slight delay between publishing a page and seeing the changes on the live site.This is normal and expected, and it does not affect the functionality of the site3.

Option D refers to the What's New Viewer, which is a tool that provides information about the new features and enhancements in each release of SAP SuccessFactors. This tool is available for both administrators and end users, and it can be accessed from the SAP SuccessFactors homepage or from the Help Center.There is no restriction on discussing the release information with customers, as long as it is accurate and relevant4.Reference:SAP SuccessFactors Recruiting: Candidate Experience Administration,Real-time Job Sync,Career Site Builder Caching,What's New Viewer

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.

Recruiter Sync is a process that synchronizes the user data from SAP SuccessFactors Recruiting Management to Career Site Builder. If users do not appear in Career Site Builder after running Recruiter Sync, you can troubleshoot this issue by checking the following:

Check the Export Automated Process Logs from Command Center. This will show you the status and details of the Recruiter Sync process, such as the start time, end time, number of records processed, and any errors or warnings. You can also download the log file for further analysis.

Check that each user has a unique email address. This is a requirement for Recruiter Sync to work properly. If there are duplicate email addresses in the user data, the process will fail and the users will not be synced to Career Site Builder. You can use the User Data File report from Command Center to identify and resolve any duplicate email addresses.Reference:SAP SuccessFactors Recruiting: Candidate Experience Administration, Unit 1: Candidate Experience Overview and Project Kickoff, Lesson: Recruiter Sync, Slide 5-6.