reply post, in your opinion in 5 lines

Question (DQ2) 2-1. Based on the ideas described in the trait approach, do you think Pat is looking for the right characteristics in the people he hires? Based on ideas described in the trait approach, I believe that Pat is looking for the right characteristics in the people he hires. As mentioned in the case study, Pat looks for strong interpersonal skills, confidence, poise, and initiative in the applicants. He also looks for proper ethics, importance of confidentiality, as well as analytical and technical skills. These traits are essential to the success of the company as it is a bank, in which the employees need to communicate effectively with customers, know what they are talking about, and be proactive as well as attentive as they are dealing with customers money. In addition, while looking for these traits in the applicants, Pat is able to see deeper into his applicants during the interview process as to who they are and how they can contribute to the company 2-2. Could it be that the retention problem raised by upper management is unrelated to Pat's recruitment criteria? I would say that the retention problem raised by upper management can be unrelated to Pat's recruitment criteria. According to the case study, he is looking for traits that also are related to leadership. There could be other factors involved in the retention problem including employee dissatisfaction, compensation, employee value, etc. 2-3. If you were Pat, would you change your approach to recruiting? If I were Pat, I would begin to question the recruitment process, I might change it so that applicants are more aware of all of the components that the job entails. I would emphasize to the applicants that if they intend to work at Central Bank, they must be extremely committed and put all their effort into the job. Implement a retention plan. Execute the strategies that have been identified as appropriate for the specific