Write down ways you could try using staffing activities to achieve equally effective matches for new job applicants. For example, for the medical claims adjuster job, you might develop a special recruitment advertisement explaining the exact claims knowledge needed, develop a knowledge test to be used as part of the selection process, and have a higher starting pay for the most knowledgeable applicants to whom you make employment offers.
a) Next, think of a time on your current job or a past job when you were extremely satisfied with the job, when you felt “it doesn’t get much better than this.” Using the person-job match model, identify and record specific examples of effective matches between your own needs and job rewards that seemed responsible for this satisfaction. For example, on the medical claims adjuster job, perhaps you received a formal letter of recognition from your boss for having the lowest error rate among all adjusters for the past six months.
b)Now that you have identified examples of an effective person/job match, identify and record ways you could try using staffing activities to achieve equally effective matches for new job applicants. For example, for the medical claims adjuster job, perhaps you could feature an employee recognition program in recruitment brochures, ask applicants interview questions about previous recognition they have received and how they felt, and provide a job offer to applicants that guaranteed they would attend an extensive training program on reimbursement procedures during their first six months on the job.