Part A

Why is it important for the organization to view all components of staffing (recruitment, selection, employment) from the perspective of the job applicant?

Would it be desirable to hire people only according to the person/organization match, ignoring the person/job match? Why or why not?

How have expectations about employment changed over time in response to social and economic events? How might they change in the future?

Assume that you’re the staffing manager in a company that informally, but strongly, discourages you and managers from hiring people with disabilities. The company’s rationale is that people with disabilities are unlike to be high performers or long term employees, and are costly to train, insure, and integrate into the work unit. What is your ethical assessment of the company’s stance; do you have an ethical obligation to try to change the stance, and if so, how might you go about that?

Assume the company you work for practices strict adherence to the law in its relationships with employees and job applicants. The company calls it “staffing by the book.” But beyond that, it seems that anything goes in terms of tolerated staffing practices. What is your assessment of this approach?   

Part B

"Hoarding Talent like Pokemon Cards": These articles may be useful in answering the following questions.

https://www.forbes.com/sites/jackkelly/2023/03/09/venture-capitalist-says-google-meta-and-amazon-employees-are-doing-fake-work/?sh=18713149a8e7

https://www2.deloitte.com/us/en/blog/human-capital-blog/2022/talent-hoarding-and-manager-behaviors.html

https://www.wsj.com/articles/these-tech-workers-say-they-were-hired-to-do-nothing-762ff158?reflink=desktopwebshare_permalink

How does the practice of hoarding talent relate to any of the 13 strategic staffing decisions discussed in Chapter 1?

Is it ethical for companies to hoard talent in this way? What are the benefits and drawbacks of talent hoarding for the organization? How does this practice specifically impact employees, both positively and negatively? 

Describe the concept of job embeddedness. How does it relate to the practice of talent hoarding at Google, Meta, and other companies? In what other ways do companies increase job embeddedness?

Would you take a job a company that engages in talent hoarding? Why or why not? At what point might you leave that job?