The way humans behave is quite peculiar sometimes you end up working your dream job you’ve always wanted but on the other hand you might have another job that somehow managed to interest you far beyond your dream job. This is only possible because of the concept organizational attraction which is a tactic used by employers and organization to generate interest when it comes to finding new employees to hire. In the article Narrow personality traits and organizational attraction: Evidence for the complementary hypothesis written by Kausel, Edgar E. and Slaughter, Jerel E. the authors try and answer what kind of complementary and supplementary recruiting strategies attracting an employers most preferred candidate. The Kausel and Slaughter went about this was by asking 220 participants to join in their research study, the participants were all job seekers and all they had to do was report on how interested or interesting a group of job advertisements were to them sent via email. The process in which Kausel and Slaughter acquired the shallow opinions of the participants was through repeated uses of questionnaires. I believe the way Kausel and Slaughter analysed their findings was through researcher-centered analysis because they are looking for patterns such as what traits attract more suitable job candidates or what strategies are most effective at making an organization more attractive. Overall I found this to be a well done research study the researchers even started with a set of possible categories the participants could fall into but had room for changes if necessary. They data collection method was not just used on time each participant answered up to 3 questionnaires giving a broader sense of what the participants feel about the job advertisements. For my fellow classmates I think the focus on certain traits like trust, assertiveness, and so on are very interesting.

Link to article, http://0-search.proquest.com.books.redlands.edu/docview/755396882/6C8EB073521844EDPQ/1?accountid=14729