In SAP SuccessFactors Recruiting Management, automated e-mail notifications are configured through "Recruiting Email Triggers." A primary function of these triggers is to automate communication based on transactional events within the recruiting process.

A change in an applicant's status is a core event that triggers notifications to candidates, recruiters, and other stakeholders to inform them of progress, rejection, or required actions. Similarly, a candidate changing their password on the external career site is a standard security event that triggers an automated confirmation e-mail to the candidate to ensure account security.

A. A change in the setup of a pre-screening question: This is an administrative configuration change within a job requisition template or a specific requisition and does not trigger a notification to an applicant.

D. A change in the label of a status: This is a system-wide or pipeline-specific configuration change made in Admin Center. It alters the display name of a status but does not trigger an e-mail for candidates currently in that status.

1. SAP Help Portal

Implementing Recruiting Management

"Status-Triggered E-mails": This section details how email notifications are automatically sent when a candidate's application status is changed. It states

"You can configure the system to automatically send an e-mail to a candidate when their status in the talent pipeline is changed." This directly supports option B.

2. SAP Help Portal

Implementing Recruiting Management

"Career Site E-mail Notification Triggers": This documentation outlines the various automated notifications related to the external career site and candidate account management. It lists triggers such as "Candidate Password Reset Notification" and "Forgotten Password for External Candidates." A password change confirmation (Option C) is a standard part of this security and account management functionality.

3. SAP Help Portal

Implementing Recruiting Management

"Configuring Applicant Status": This guide explains how to configure the applicant status set. The activities described

such as changing a status label (Option D)

are administrative and are not listed as events that trigger candidate-facing email notifications.

The primary mechanism for triggering e-mails based on a candidate's application status is configured directly within the applicant status set. In the Admin Center tool "Edit Applicant Status Configuration," an administrator can associate specific e-mail templates with each status. When a user moves a candidate into that particular status in the pipeline, the system automatically triggers and sends the pre-configured e-mail to the designated recipients (e.g., the candidate, recruiter, or hiring manager). This ensures that communication is automated and consistent throughout the recruitment process.

B. In E-mail Notification Template Settings: This area manages system-wide notification settings and templates, not the specific business rule or trigger for sending an e-mail based on a recruiting status change.

C. In Recruiting E-mail Triggers: This tool is used for event-based notifications that are NOT tied to a status change, such as "Candidate Application Deletion" or "Agency Candidate Submission."

D. In Manage Recruiting E-mail Templates: This tool is used to create and edit the content (subject, body, tokens) of the e-mail templates themselves, but it does not configure the conditions or triggers for when they are sent.

1. SAP Help Portal: Implementing Recruiting Management - Configuring the Applicant Status Set: "For each status

you can configure actions to be triggered when a candidate is moved into the status. For example

you can trigger an email to be sent to the candidate or recruiter... In the Applicant Status Configuration page

select a status set... For each status

you can select an email template from the dropdown list for different recipients." (This documentation directly links the status configuration with the e-mail trigger action).

2. SAP Help Portal: Implementing Recruiting Management - Recruiting Email Triggers: "Recruiting Email Triggers are used to send notifications for events that are not tied to a status in the applicant pipeline... Examples include Agency Submits Candidate or Requisition Posted." (This source explicitly differentiates "Recruiting E-mail Triggers" from status-based triggers).

In the SAP SuccessFactors Recruiting Management Application XML template, the element is used to dynamically change the properties of a field (e.g., making it required or hidden). The triggers for these overrides are defined by specific attributes within the tag. The for-country attribute triggers the override based on the country of the job requisition, and the for-applicant-type attribute triggers it based on whether the candidate is internal or external. These are the standard, configurable attributes that determine which override rule should be applied to the application fields for a given candidate applying to a specific job.

A. State/Province of the Job Posting: The standard override mechanism in the Application XML is based on the country (for-country), not the more granular state or province level.

C. Country of the candidate: The override logic is tied to the job requisition's location data (Country of the Job), not the candidate's personal country of residence from their profile.

1. SAP SuccessFactors Recruiting Management Implementation Guide: In the section "Configuring the Application XML Template

" the documentation details the element. It explicitly lists for-country and for-applicant-type as the attributes used to define the conditions for the override.

Reference: Document "SAP SuccessFactors Recruiting Management

" section "Field Attribute Overrides in Application XML." It states

"Use the for-country attribute to specify the country code... The country is derived from the job requisition location." and "Use the for-applicant-type attribute to specify the applicant type... Valid values are 'internal' and 'external'."

The "Profile Before Application" feature in SAP SuccessFactors Recruiting Management alters the standard application workflow for external candidates. When activated, a candidate who finds a job and clicks "Apply" is first required to create a candidate profile (or log in and complete an existing one). Only after the profile is created and saved can the candidate proceed to the job-specific application questions and submit their application. This ensures that a complete candidate profile exists in the system before any application is formally submitted.

A. Candidates can search and view job postings on the career site without creating a profile. This feature only enforces profile creation after the candidate initiates the application process by clicking "Apply".

C. LinkedIn integration for registration or "Apply with LinkedIn" is a separate configuration within Career Site Builder and Recruiting settings. It is not a direct effect of enabling "Profile Before Application".

D. This feature concerns the sequence of steps during the initial application submission. It has no bearing on the rules or processes for handling applications that are submitted after a certain deadline.

1. SAP Help Portal

SAP SuccessFactors Recruiting

"Implementing and Managing Recruiting" Guide.

Section: Configuring Candidate Profile Before Application

Content: The documentation explicitly states

"When you enable Profile Before Application

candidates are required to create a candidate profile before they can apply for a job... After a candidate finds a job on the career site and selects Apply

they're prompted to create an account and complete their candidate profile. After the profile is created

they can proceed with the job application." This directly supports answer B.

2. SAP Help Portal

SAP SuccessFactors Recruiting

"Implementing and Managing Recruiting" Guide.

Section: Setting Up Social Profile Integration on Career Sites

Content: This section details the separate configuration steps for integrating social media profiles like LinkedIn

confirming that it is a distinct feature from "Profile Before Application". This refutes option C.

Pre-screening questions in SAP SuccessFactors Recruiting are a core tool for initial candidate filtering. They are highly flexible and can be tailored to specific jobs by adding them to individual job requisitions from a central Question Library. This ensures that the screening is relevant to the unique requirements of each role. Furthermore, a key feature is the ability to configure questions as "disqualifiers." If a candidate provides an answer that does not meet a minimum requirement (e.g., lacking a mandatory certification), the system can automatically assign a disqualified status, streamlining the recruiter's workflow by filtering out unsuitable applicants early in the process.

C. Pre-screening questions are managed in the Question Library and then associated with job requisition templates or specific requisitions, not added directly to the Application XML file.

D. While questions can be set for internal, external, or both candidate types, country-specific variations are typically managed through different job requisition templates, not as a property of an individual question.

1. SAP Help Portal

SAP SuccessFactors Recruiting Management

"Question Libraries in Recruiting Management": This document outlines the creation and management of questions. It states

"You can create libraries of questions to be used for pre-screening on job requisitions." This supports the concept of adding questions to requisitions (Answer A).

2. SAP Help Portal

SAP SuccessFactors Recruiting Management

"Setting Up Pre-Screening Questions on a Job Requisition": This guide details the process and features. It explicitly mentions

"You can add pre-screening questions to a job requisition to help you identify the most qualified candidates... You can also set up questions to automatically disqualify candidates who don't meet the minimum requirements." This directly supports both Answer A and Answer B.

3. SAP SuccessFactors Recruiting Management (THR83) Course Handbook: In the unit on "Job Requisition and Application

" the material explains that questions are added from a library and that a "disqualification rating" can be set. It also clarifies that the Application XML defines the data fields

not the question content itself

which refutes Answer C. The handbook also specifies that visibility can be set to "Internal

" "External

" or "Both

" but does not describe a standard feature for varying a single question by country on one requisition

making Answer D incorrect.