Reference no: EM13836043

Part A-

1. Do you think that most job seekers are active, semi-passive, or passive? What does this mean to organizations' recruiting efforts?

2. If you needed to hire researchers who are key to your company's competitive advantage, what recruitment outcomes would you focus on? If you were hiring cashiers for a low-cost retail store, what recruitment outcomes would you focus on? Why do your answers differ?

3. If an employer wanted to get a recruitment message to you, what recruitment sources would be most-effective? Which would be least effective?

4. When do you think an organization should off- shore work? When should it not offshore work?

5. Have you ever been particularly impressed or unimpressed with the way a company handle its recruiting of you? If so, were there any spillover effects?

6. What do you think are the most important recruiting metrics? Why?

7. What could a recruiter do that would make you more (or less) interest in pursuing a job opportunity?

8. Do employer image and employer brands influence your job search? If so, in what ways?

Part B-

1. Which do you think is more important in hiring an instructor, avoiding false positives or avoiding false negatives? Why?

2. When you look for a job, how much Math e focus do you put on person-job, person-group, and person-organization fit? Why?

3. Which evaluative assessment methods do you feel would be most appropriate to use in hiring a recruiter? Why?

4. Which evaluative assessment methods would you not want to be used in evaluating you for a position? Why?

5. What assessments might be appropriate to use in a multiple hurdles approach to hiring university instructors? Why?

6. How can organizations increase procedural and interactional fairness during the hiring process?

7. What can you do to negotiate a higher job offer? Do you have any experiences, qualifications, or other characteristics you might be able to use as leverage?