WGU C234 : PRE-ASSESSMENT: WORKFORCE PLANNING: RECRUITMENT AND SELECTION (PHBC) | Questions and Answers | Latest 2026.

WGU C234 : PRE-ASSESSMENT: WORKFORCE PLANNING: RECRUITMENT AND SELECTION (PHBC) | Questions and Answers | Latest 2026. 1/14 PRE-ASSESSMENT: WORKFORCE PLANNING: RECRUITMENT AND SELECTION (PHBC) 1. What is a best practice for internal recruitment? Require the current manager to advertise and post the position Hold both internal and external candidates to the same criteria Communicate available positions internally rather than externally Communicate who was selected for the position to internal applicants 2. An organization has several open positions that would require retraining and relocation of existing employees. The human resources manager is in the process of negotiating with union representatives who want to fill these positions with employee transfers. The manager needs to convince the union that employee transfers will not be in the best interest of the organization. Which argument should the manager use to convince the union? Transferring employees is a temporary solution to fill organizational needs. Transferring employees is a temporary solution that reduces union membership. Transferring employees based on seniority is not effective if the employee lacks the ability to perform the job. Transferring employees to another job within the organization leads to employee insecurity causing low morale. 3. Which role requires a comprehensive view on how skill sets can be used within a firm? Finance manager2/14 Operation manager Production line manager Human resources manager 4. A company wants to expand. It has established recruitment objectives of filling 10 new engineering jobs with high-performing college graduates from top engineering schools. The company also wants to maintain lower-than-average turnover. The research suggests the rural location may be a barrier to attracting and retaining talent, but the company is not in a position to move. The company wants to develop an appropriate recruitment strategy to accomplish the organization's engineer hiring objectives. How should the human resources manager proceed? Find ways to identify types of graduates who perform at a high level and are likely to be content in the company's setting Focus on the organization’s strengths and leave out information about the location of the organization at all points in the recruitment process Focus on alternative recruiting efforts as it is unlikely that an organization like this company could attract high-performing engineering students from top engineering schools Propose paying a salary higher than the company's compensation system deems appropriate to try to attract engineers who otherwise might not take or stay in the job to join the organization 5. A company wants to expand. They have established recruitment objectives of filling 10 new engineering jobs with high-performing college graduates from top engineering schools. They also want to maintain lower-than-average turnover. The research suggests the rural location may be a barrier to attracting and retaining talent, but the company is not in a position to move. The president has asked the human resources department to organize a communication plan to meet the organization’s strategic needs. Why is this plan important to support this company's expansion objective?3/14 It provides a word-for-word script made for the company’s engineering candidates.4/14 It promotes transparency and openness for the company’s engineering candidates. It gives employees a chance to voice their concerns over the company hiring inexperienced engineers. It streamlines the hiring process for the new engineers which lowers costs and improves productivity. 6. Why should companies engage in internal recruitment? It allows firms to create a deeper talent pool at their organization. It helps organizations keep their trade secrets and other proprietary information. It is more effective than external recruiting in finding the best candidate for the job. It allows managers and human resources professionals to shape the culture of the organization. 7. Why should companies engage in external recruitment? It brings in people with new perspectives. It pushes low performers out of a company. It leads to lower recruiting costs for the firm. It is more effective in finding the best candidate. 8. A hotel has an open position. Several current employees are interested and qualified for promotion. The supervisor is also considering external applicants. The human resources manager prefers to promote from within. Which argument would a human resources manager use to address the issue?5/14 Internal applicants have a greater understanding of the competitive market. Promoting from within will increase the amount of diversity within the organization. Promoting internal employees will reduce the organization's human resource needs. Internal employees are more qualified because they are familiar with the organization. 9. Which two recruitment outcomes result from effectively communicating the firm's employment brand? Choose 2 answers Increased employee benefits Greater number of qualified candidates Enhanced reputation as an employer of choice More candidates from a wider geographical area 10. How should human resources management increase diversity in the workforce? Provide employee training Increase internal promotions Develop external partnerships Offer pay increases to employees 11. Which type of information can be tracked using an applicant tracking system?Accessibility Policy Accessibility Settings Payroll Resumes Attendance Evaluations 12. Which two pieces of information should a human resources manager initially have to make an effective employment decision about job applications? Choose 2 answers Past salary Work experience Job specifications Date of graduation 13. Which type of interview encourages the new hire's acceptance into the organization? Team Patterned Situational Structured 14. A company is looking to hire an applicant to fill a technical design position. The position requires a bachelor's degree in a science, significant mathematical and computer skills, and ideally, several years of experience. The company also prefers to hire applicants who are team players who will fit within the culture of the company and will not disrupt the other employees by trying to make too many changes. Which applicant would be a good person/job fit in this situation?Accessibility Policy Accessibility Settings An English teacher with great people skills An engineer who seems inclined to work alone An applicant with a background in customer service A writer who has been self-employed up to this point 15. A human resources representative at a company is asked by a potential employer to provide a reference for a former employee. Because the former employer had previously been sued for making negative statements about employees, the human resources representative offers a positive but limited referral. However, the former employee was actually fired for physically assaulting his manager. What is a possible consequence of the human resource representative’s actions, assuming the employee is hired at the new company and assaults his manager? The former employer could be sued for libel, but not fraud. The former employer could be sued for fraud, but not defamation. The former employer could be sued for defamation, but not negligence. The former employer could be sued for negligence, but not defamation. 16. An applicant is asked to take a technical exam to gauge his knowledge. The applicant scores poorly on the exam and is turned down for the position. Other applicants were given more time to complete the exam and were allowed to use reference materials. Which criterion is a problem for the firm’s use of this exam as a means of choosing an appropriate applicant for the job? Validity Selection Reliability8/14 1/30/26, 12:08 PM WGU Student Portal Standardization 17. A company spent $40,000 on internal recruitment efforts last year, and $100,000 on external recruitment efforts. Last year at the start of the year the firm had 100 employees, while at the end of the year, the firm had 120 employees. During the year, 14 internal employees were promoted and their old jobs were taken by new external hires. What was the firm’s cost per hire last year? $1,400 $5,000 $7,000 $10,000 18. Which situation is descriptive of negligent hiring? A job applicant hiding risks from a potential employer An employer failing to conduct a proper reference check on an applicant An employer failing to inform an applicant about safety hazards on the job A job applicant lying on an application about a past felony on their resume 19. Whose role is it to provide coaching for employees to help them solve conflicts on their own? Management Peer review team Human resources9/14 Board of Directors 20. Consultants, a peer review panel, and human resource staff met with the CFO and CEO. The brainstorming session was going well until it was time to determine how to establish an organizational environment wherein constructive conflict is allowed. Why should the CEO and CFO make the final decision? Management has fiduciary responsibility for the organization. Management is responsible for performance within the organization. Management is responsible for a strong employee relations strategy. Management is responsible for hiring and firing within the organization. 21. 22. An employee has been causing stress and conflict among team members for a few weeks. Which strategy should management use to address this conflict? Terminate the employee Separate the employees Administer progressive discipline Empower employees to resolve conflict A human resources team member explained to an employee who issued a complaint that while the average response time to complaints was 21 days, the department has received few complaints concerning the food in the cafeteria. The human resources team member shared that because most complaints were focused on performance, supervision, and fairness, it may take a little longer to respond to his complaint because new research was going to be needed. Which employee relations metric would a human resources team member use in this situation?10/14 Cost of grievances Average close time Return on investment Root causes of grievances 23. A newly appointed sales manager noticed a former peer's attitude changed after the manager's promotion. When confronted, the former peer admitted feeling uncomfortable answering to a woman and believed the manager had been promoted due to her gender. The CEO avoids conflicts between coworkers. The new manager has no support and feels increasingly isolated as the situation escalates. Which change should the CEO support to help address this type of conflict in the future? Institute a peer review panel Introduce an open door policy Provide psychological counseling Develop a morale improvement program 24. What is the definition of employee privacy? Freedom to have personal space in the workplace Freedom from unauthorized allegiance requirements Freedom from unauthorized intrusion from employers Freedom from actions being monitored in the workplace 25. A sales representative attends a family function while on a travel assignment. He submits the time and mileage on his expense report. Which monitoring method should the organization use to verify the employee's expense report?11/14 Location monitoring Voicemail monitoring Monitoring email usage Monitoring cellphone usage 26. Which step should an organization follow when conducting a workplace investigation in the event an employee files a formal or informal complaint? Conduct interviews Hold a staff meeting Move the employee to a new position Assign both employees to conflict mediation 27. What is a primary reason that organizations adopt diversity programs? Improved internal pay equity Higher retention of employees Lower employee benefit costs Better employee-manager relationships 28. What is the key role of senior management in managing diversity? To create stronger employee safety programs To reduce the majority population in the workforce To sustain involvement in developing the workforce12/14 To generate new ideas on how to recruit diverse talent To contain knowledge flow to the top organizational level 29. 30. 31. Individual departments are encouraged to develop individual diversity plans specific to their needs. Which best practice in diversity management is described in this scenario? Mentoring Ownership Diversity training Review committee Which trend in business suggests an increase in the importance of work/life balance policies? Increase in telecommuting and the mobile nature of work Decrease in the age of the average employee Increase in employer’s certainty about varying cultures’ values Decrease in governmental involvement in benefits An employee in his late 50s approaches a supervisor and complains that a 25-year-old co-worker is criticizing senior management too frequently. The older employee thinks the co-worker should be written up for this behavior. Which strategy should the supervisor used to address the issue? Discourage the younger employee from offering feedback Educate the older employee about generational differences Separate the two employees so they do not have to work together13/14 Send both employees to a six-week course on conflict resolution training 32. The human resource manager asks an HR team member to shred all documents containing the personal information of former employees. The HR team member is aware that shredding the documents is a viable security measure but also knows that the law does not require the shredding of old documents. The HR member inquires as to why the company will use valuable staff time to do something the law does not require. What is an explanation of the manager's request based on the company's ethics policy? The company maintains procedures that go beyond legal requirements due to the requirements of labor unions. The company maintains procedures that go beyond legal requirements because it reduces the need for legal counsel. The company maintains procedures that go beyond legal requirements because of the company's policy to take all steps to secure the safety of employees. The company maintains procedures that go beyond legal requirements because the legal regulations do not consider the safety of individual workers in the workplace. 33. How do organizations benefit directly from ethical behavior? Lower training costs Less questionable conduct Improved total reward systems Enhanced succession planning 34. What can human resource professionals implement to encourage ethical actions? Principles used in deciding what is right or wrong14/14 Organizational code of ethics used to guide behavior Legal standards used to set promotion policies or procedures Positive work ethic used in determining how much effort to exert