WGU C202 CERTIFICATION EVALUATION
EXAMS 2026 COMPLETE QUESTIONS AND
ANSWERS GUARANTEED TO PASS
◉ Title VII- Civil Rights Act- race, religion, sex, national origin, color.
Answer: Portion of the Civil Rights Act of 1964 that prohibits
employment discrimination.
◉ Protected class includes
Answer: Blacks, native Americans, Asian Americans, Hispanic
Americans, women, handicapped persons, disabled veterans, and
Vietnam war veterans.
◉ Disparate Treatment
Answer: Discrimination against protected class in employment
decision (hiring, firing, promoting)
It's intentional, obvious discriminatory words/actions, front end,
individual or group in a protective class.
Discrimination claims to EEOC (Equal Employment Opportunity.
Commission)
,◉ Adverse Impact
Answer: Unintentional, neutral words/actions, back end, entire
protective class is discriminated against.
Discrimination claims to EEOC
◉ Job Analysis: a systematics process used to identify and describe:
Answer: 1. The important aspects of a job
2. The characteristics of worker needs to perform the job well.
It's used to write/rewrite a job description, determine pay, and
much more.
◉ Policy
Answer: Statement about "what we do"
Example: each employees gets two weeks vacation
◉ Procedure
Answer: Steps or process that tell you "how we do it"
, Example: You must request time off two weeks in advance and have
it signed of by your manager.
◉ Employee handbook
Answer: Explains policies, procedures, benefits, ... to ensure
employer and employee know their rights and responsibilities.
◉ Sourcing
Answer: Where/how to get candidates
Examples: what's the best way to reach ppl, reach out to a particular
trade position, or post to a job board.
◉ How does sourcing affects recruiting?
Answer: Effective sourcing improves the compatibility of talent
pools to open positions.
◉ Recruiting
Answer: Is doing it (placing the ad, going to the job fair, ...)
◉ Overall Interview Formats
Answer: 1. Structured
2. Unstructured
EXAMS 2026 COMPLETE QUESTIONS AND
ANSWERS GUARANTEED TO PASS
◉ Title VII- Civil Rights Act- race, religion, sex, national origin, color.
Answer: Portion of the Civil Rights Act of 1964 that prohibits
employment discrimination.
◉ Protected class includes
Answer: Blacks, native Americans, Asian Americans, Hispanic
Americans, women, handicapped persons, disabled veterans, and
Vietnam war veterans.
◉ Disparate Treatment
Answer: Discrimination against protected class in employment
decision (hiring, firing, promoting)
It's intentional, obvious discriminatory words/actions, front end,
individual or group in a protective class.
Discrimination claims to EEOC (Equal Employment Opportunity.
Commission)
,◉ Adverse Impact
Answer: Unintentional, neutral words/actions, back end, entire
protective class is discriminated against.
Discrimination claims to EEOC
◉ Job Analysis: a systematics process used to identify and describe:
Answer: 1. The important aspects of a job
2. The characteristics of worker needs to perform the job well.
It's used to write/rewrite a job description, determine pay, and
much more.
◉ Policy
Answer: Statement about "what we do"
Example: each employees gets two weeks vacation
◉ Procedure
Answer: Steps or process that tell you "how we do it"
, Example: You must request time off two weeks in advance and have
it signed of by your manager.
◉ Employee handbook
Answer: Explains policies, procedures, benefits, ... to ensure
employer and employee know their rights and responsibilities.
◉ Sourcing
Answer: Where/how to get candidates
Examples: what's the best way to reach ppl, reach out to a particular
trade position, or post to a job board.
◉ How does sourcing affects recruiting?
Answer: Effective sourcing improves the compatibility of talent
pools to open positions.
◉ Recruiting
Answer: Is doing it (placing the ad, going to the job fair, ...)
◉ Overall Interview Formats
Answer: 1. Structured
2. Unstructured
