(Top 2024/2025 EXAM REVIEW PAPER ) Workforce Planning: Recruitment and Selection WGU - C234 Pre-Assessment, Questions and answers. VERIFIED.

Workforce Planning: Recruitment and Selection WGU - C234 Pre-Assessment, Questions and answers. VERIFIED. 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 - -Hold both internal and external candidates to the same criteria 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. - -Transferring employees based on seniority is not effective if the employee lacks the ability to perform the job. 3. Which role requires a comprehensive view on how skill sets can be used within a firm? Finance manager Operation manager Production line manager Human resources 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 - -Find ways to identify types of graduates who perform at a high level and are likely to be content in the company's setting 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? It provides a word-for-word script made for the company's engineering candidates. 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. - -It promotes transparency and openness for the company's engineering candidates. 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. - -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. - -It brings in people with new perspectives. 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? 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. 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 - -Greater number of qualified