1. How can job analysis make staffing more strategic, why is job analysis beneficial?

2. If supervisors and job incumbents disagreed about the relative importance of various job duties, how would you reconcile their conflicting opinions? For example, if a supervisor emphasized the technical aspects of a customer service representative's job and the representatives emphasized the interpersonal aspects of listening to customers and understanding their problems, what would you do?

3. Some jobs change so rapidly that companies do not feel that job analysis is appropriate because by the time one is done it's already outdated. What advice would you give such a company to help them get the benefits a job analysis has to offer without wasting unnecessary time and resources doing a traditional job analysis?