WGU C202 MANAGING HUMAN CAPITAL
FINAL PAPER 2026 QUESTIONS WITH
SOLUTIONS GRADED A+
◉ passive job seeker. Answer: someone not actively looking for a
new job but who could be tempted by the right opportunity
◉ internal recruiting source. Answer: locates talent currently
working for the company that would be a good fit with another
position
◉ external recruiting source. Answer: targets people outside the
organization
◉ succession management. Answer: the ongoing process of
preparing employees to assume other positions in the organization
◉ talent inventory. Answer: manual or computerized records of
employee's relevant characteristics, experiences and competencies
◉ internal job posting systems. Answer: communicate information
about internal job openings to employees
,◉ careers site. Answer: the area of an organization's website
devoted to jobs and careers with the company
◉ internet data mining. Answer: proactively search the internet to
locate semi-passive and passive job seekers with the characteristics
and qualifications needed fore a position
◉ job fairs. Answer: a place where multiple employers and recruits
meet to discuss employment opportunities
◉ offshoring. Answer: opening a location in another country or
outsourcing work to an existing company abroad
◉ observation. Answer: watching people working in similar jobs for
other companies to evaluate their ptoential fit with your
organization
◉ Online job boards. Answer: an internet site that helps job seekers
and employers find one another
◉ resume databases. Answer: searchable database of prescreened
resumes
,◉ search firms. Answer: an independent company that specializes in
the recruitment of particular types of talent
◉ recruiting. Answer: the set of practices and decisions that affect
either the number or types of individuals willing to apply for and
accept job offers
◉ recruitment spillover effects. Answer: the positive or negative
unintended consequences of recruiting activities
◉ applicant tracking system. Answer: software that helps manage
the recruiting process
◉ efficiency oriented recruiting metrics. Answer: track how
efficiently a firm is hiring
◉ strategic recruiting metrics. Answer: recruiting metrics that track
recruiting processes and outcomes that influence the organization's
performance, competitive advantage or strategic execution
◉ Realistic job previews. Answer: presenting both positive and
potentially negative information about a job in an objective way. 3
funcs served: self selection, vaccination (coping mechanism),
commitment to the choice
, ◉ Organizational image. Answer: people's general impression of an
organization based on both feelings and facts
◉ employer image. Answer: an organization's reputation as an
employer
◉ brand. Answer: symbolic picture of all the information connected
to a company or a product including its image
◉ employer brands. Answer: summary of what an employer offers to
employees
◉ selection. Answer: the process of gathering and evaluating the
information used for deciding which applicants will be hired
◉ person-job fit. Answer: the fit between a person's abilities and the
job's demands and the fit between a person's desires and
motivations and the job's attributes and rewards
◉ person-group fit. Answer: match between an individual and his or
her workgroup and supervisor
FINAL PAPER 2026 QUESTIONS WITH
SOLUTIONS GRADED A+
◉ passive job seeker. Answer: someone not actively looking for a
new job but who could be tempted by the right opportunity
◉ internal recruiting source. Answer: locates talent currently
working for the company that would be a good fit with another
position
◉ external recruiting source. Answer: targets people outside the
organization
◉ succession management. Answer: the ongoing process of
preparing employees to assume other positions in the organization
◉ talent inventory. Answer: manual or computerized records of
employee's relevant characteristics, experiences and competencies
◉ internal job posting systems. Answer: communicate information
about internal job openings to employees
,◉ careers site. Answer: the area of an organization's website
devoted to jobs and careers with the company
◉ internet data mining. Answer: proactively search the internet to
locate semi-passive and passive job seekers with the characteristics
and qualifications needed fore a position
◉ job fairs. Answer: a place where multiple employers and recruits
meet to discuss employment opportunities
◉ offshoring. Answer: opening a location in another country or
outsourcing work to an existing company abroad
◉ observation. Answer: watching people working in similar jobs for
other companies to evaluate their ptoential fit with your
organization
◉ Online job boards. Answer: an internet site that helps job seekers
and employers find one another
◉ resume databases. Answer: searchable database of prescreened
resumes
,◉ search firms. Answer: an independent company that specializes in
the recruitment of particular types of talent
◉ recruiting. Answer: the set of practices and decisions that affect
either the number or types of individuals willing to apply for and
accept job offers
◉ recruitment spillover effects. Answer: the positive or negative
unintended consequences of recruiting activities
◉ applicant tracking system. Answer: software that helps manage
the recruiting process
◉ efficiency oriented recruiting metrics. Answer: track how
efficiently a firm is hiring
◉ strategic recruiting metrics. Answer: recruiting metrics that track
recruiting processes and outcomes that influence the organization's
performance, competitive advantage or strategic execution
◉ Realistic job previews. Answer: presenting both positive and
potentially negative information about a job in an objective way. 3
funcs served: self selection, vaccination (coping mechanism),
commitment to the choice
, ◉ Organizational image. Answer: people's general impression of an
organization based on both feelings and facts
◉ employer image. Answer: an organization's reputation as an
employer
◉ brand. Answer: symbolic picture of all the information connected
to a company or a product including its image
◉ employer brands. Answer: summary of what an employer offers to
employees
◉ selection. Answer: the process of gathering and evaluating the
information used for deciding which applicants will be hired
◉ person-job fit. Answer: the fit between a person's abilities and the
job's demands and the fit between a person's desires and
motivations and the job's attributes and rewards
◉ person-group fit. Answer: match between an individual and his or
her workgroup and supervisor
