DISCUSSION QUESTIONS 1. A large takeaway of this study is being intentional with staff time. In what ways has your department been intentional with staff time related to hiring processes and what were the results? 2. The authors note that without group process hiring managers may be limited to only the candidates for which they conduct structured interviews. What could be added in place of group process to supplement structured interviews and allow hiring managers to get quality information on greater volumes of candidates? 3. The authors discuss how quality of time may not be equal across different components. What areas of your department's hiring process facilitates the most quality use of your time and why? 4. How does the time economy change when resources are reallocated during a local, national, or worldwide crisis event? 5. The authors discuss how interest sessions require time and money that does not necessary aid in identifying strong candidates. In what ways can this component be reimagined so it aids in the interview process? 6. The article emphasizes the narrative of " working until the job is done. " How does this narrative differ between exempt employees and non-exempt employees? 7. How might this analysis be extended to other departmental priorities such as staff training, professional staff recruitment, or move-in and move-out events? Discussion questions developed by Ariel DeZeeuw, Assistant Residential Life Coordinator at The University of Texas at Dallas, and Ryan Wasilewski, Residential Life Coordinator at The University of Texas at Dallas. Volume 47, No. 3 * 2021 91