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Week 10 Blog Post: Most Important Thing I’ve Learned

The lesson that was the most interesting to me and most important to me moving forward would have to be during week 4: Recruitment Goals. This was a very interesting module and one in which will come in handy in a business environment. This section covers the goals of recruitment, as well as the many different recruitment methods. The primary goal of recruitment is to create the largest pool of qualified applicants. The larger the applicant pool is, the higher chance you have of hiring qualified applicants. This section also goes over targeted recruitment, which is one of the most effective ways to combat discrimination within the hiring process. I also thoroughly enjoyed learning about the many different recruitment methods. Between the internet, point of purchase, campus recruiters, and employee referrals, I had no idea how many methods there are.

Employee referrals are policies in which current employees can recommend family members and friends for open positions within their organization. This is by far one of the most effective recruitment methods, but can result in discrimination and limits workforce diversity.

A point of purchase method is a method in which recruitment ads are placed where customers are the ones likely to see them. This includes within the store, at the cash register or even on a receipt. This is a method where the hiring team is looking to recruit somebody who already knows their products or is likely to understand it more than others.

Recruitment goals and recruitment methods are important for my future because I would love to be involved in recruitment. I love meeting new people and getting to network with them. Recruitment is a challenge and is something that I would like to pursue once I am in a management position. This module taught me an immense amount about what to aim for as a recruiter and the ways to go about it. This module has also helped a lot when completing this week’s group project. One of the biggest challenges we have had is deciding which recruitment method is the best for us. It is fun to compare them and choose which one will result in the best recruitment process.

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Week 9 Blog Post: Self-Reflection

What am I good at? I am extremely hard-working. No matter what circumstances, or situation I am thrown into, I work my hardest. I am competitive. I want to win over people, jobs, scholarships, and pretty much everything I can. I am personable. I make relationships rather easy, and am good at networking with new people.

What do I value? I value my family, my friends, and work that I do. I want people to see me as a hard worker and somebody that all people want on their side. I value having fun and enjoying each day to the fullest. Lastly, I value having no regrets and making decisions for the betterment of myself.

How did I get here? There have been many moments in my life where I have had to make big decisions. I am here because I graduated high school with a high GPA. I chose to attend OSU because of the amazing College of Business and the beautiful campus. I have worked on my family farm for over 8 years and know that I want to tie my management degree into agriculture in one facite or another.

Where am I going? This is a loaded question and one in which I still do not know. I want to work with agriculture in one way or another. I have a management degree but previous history in a farming environment. In the future I would like to stay in the Pacific Northwest, but use my management degree to better the way we are able to farm.

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Week 7: IPIP Results

Taking the IPIP test was a wake up call and introduced me to a couple of things I did not know about myself. After completing the test, I was excited about some of the results, and then a little worried about other results. I have always been known as an outgoing and fun person, therefore I figured I would score high on the extraversion scale. The test backed up my thoughts, and I scored a 95 on the extraversion portion of the test. Friendliness and excitement seeking were two of the big sections for me, and both scored above 95 within the extraversion scale. When it came to agreeableness, I scored fairly poorly. My agreeableness score was a 33, with only one section scoring above a 50. This is something I want to work on and will get better at over time. The conscientiousness test rated me as a 56 which is average for this portion. Neuroticism had me at a 33, which is also average for this test. Lastly, my openness to experience is extremely low at only a 3. This was eye opening to me and something that I need to work on for sure. I need to be willing to experience and push myself outside of my comfort zone more often. This will help to grow me in many ways.

A future employer looking at these results would expect me to be extremely outgoing and personable. They would expect me to be able to talk with other employees, management, and customers with ease and confidence. An extravert is somebody that most individuals like and want to be around because they are fun and easy to talk to. Employers would expect me to draw in more consumers at all times. I would also be expected to bring a lot of energy to work every day. Employers would know what they are getting when hiring somebody like me. An employer would say my strengths are energy, hard work, personable, and dedication to my work. My weaknesses would include a lack of creativity, and motivation to push myself out of my comfort zone. I have a poor openness to experience things outside of my normal duties. This could affect not only me as an employee but may make my work ineffective at times.

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Week 5: Typical vs. Maximal Performance

If I was the business owner in this situation, there is no doubt in my mind that Avery is the right person to hire. Hiring Avery comes with some negatives and some positives, but is the right decision. Avery has a much higher ceiling of performance, but can be somewhat of a slacker at times. As the business owner, I know I can train Avery to quit slacking. I will be able to motivate Avery to perform above average at all times, and reach maximum potential on a daily basis. It sounds as if Avery just needs a push in the right direction, and maybe this job will be that push. If I was to hire Jamie, I fear that we will face a lot of critical situations. Jamie performs poorly in these situations, and time in time again will let us down. I would rather have to train and teach somebody to reach their high potential than to have to completely teach somebody a whole new level of work.

A type of job that would be good to hire Avery for would include something like a city Firefighter. As a firefighter in the city, you need to perform at a high level when a fire has occurred. If there are no fires, then slacking on the job is not the worst thing. Avery may slack at the fire station while washing trucks, or preparing for the next fire. But, when the big time comes and there is a critical situation, Avery responds well and leads the team to success.

A type of job that would be good to hire Jamie for would include a grocery store cashier. As a cashier, companies want somebody who is going to be consistently good. They need somebody to treat every single customer the same way, and ensure a good everyday performance. Jamie sounds perfect for this type of job. There are few critical situations as a cashier, therefore we would not have to worry about Jamie failing in these situations.

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Week 4: Critiquing a Recruitment Ad

My brand as an employee includes a strong first impression. By this, I mean that the first thing I do is shake everyone’s hand and ensure that I repeat all of the interviewer names. I come in confident, but no too confident and I show that I am there to win a job over. My strengths include hardworking, confident, organized, team player, and determined. I can back these strengths up with stories about my previous work as a farm hand, as a student worker for the College of Business Information Services department, and as an assistant Project Manager. My weaknesses include taking over certain projects without thinking of other members, and overthinking some situations. I am unique or different because of my background on the farm. Being a farmhand is extremely tough work, and many employers understand this. This shows that I am willing to work long hours, and do anything necessary to complete a job. Another unique feature about my previous experiences includes working in an IS department. Changing jobs from the farm to computers is showing that I am adaptable and have many different attributes and skills.

Situation Wanted Ad: My name is Brady Chadwick and I am a Junior at Oregon State University majoring in Business Management. I am looking to find an Operations Management Internship for the Summer of 2020. My previous work experiences include being a farmhand for seven years, working as an Assistant Project Manager for Extreme Excavating, and working as a Student Support Technician for the OSU College of Business. With these experiences, I have been surrounded by many different situations, and have been trained on how to work with customers, suppliers, and ensure safety standards at all times. I have completed 3 years at OSU and have taken classes such as Operations Management, Managerial Accounting, Finance, Managing Teams and Individuals, and Supply Chain management. These classes and work experiences have prepared me for the role of Operations Management, and I am ready to take on any challenges presented to me. As an individual, I am extremely hard working and very organized. I am determined to better myself as a person, and the company in which I work. I am a team player, who is willing to make sacrifices in the event that they are needed. I am hungry to challenge myself and prove that my schooling and previous jobs have paid off for me. You can reach me at chadwicb@oregonstate.edu if interested. I look forward to hearing from you.

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Week 3: Job Description

The last job I had, and still have is working for the College of Business in the Information Services Department as a student employee. Thinking back to the job description, it most definitely influenced my decision to work there. First of all, I was looking for an on-campus job and knew that I wanted to be a student employee. I saw that the COB was hiring, so I decided to check it out. The job description included answering the phone, helping students with printing issues in the lab, and helping professors with classroom technology issues. This was interesting to me because it was something new, and seemed to be a new challenge. My influence to apply for this job was driven by the fact that I was going to be completing customer service work, and I wanted to better my ability to speak with professionals.

After working here or over a year, the job description still holds true today. I have since then been promoted to a different job within the COB, but both job descriptions are dead on. The job descriptions are similar because a majority of the job is answering the phone, and interacting with both students and faculty. As a student worker, you must be comfortable speaking with professionals and resolving their technological issues. As a worker in the lab, you must know the ins and outs of the printers, and ensure that they are stocked and working at all times. Of course with COVID-19 appearing, we are all forced to work from home. The job description has definitely changed if compared to working at home, but I figured this is not a fair comparison. I cannot seem to find the job description, so I am unable to attach it at the moment.

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Week 2 Blog post: Experiences with Discrimination

Would the outstanding claims of discrimination change the way you felt about the company? If I was to come across reports of one of my favorite companies accused of widespread discrimination against individuals from an ethnicity, culture, or belief system I was associated with, I would be extremely distraught. My beliefs for that company would change without a doubt. I would have a very hard time supporting a company that is accused of such things. Even if I was not part of that certain ethnicity, culture or belief system, I would have a hard time supporting them. I would have to look into the accusations further to ensure that they are true, but if true I would have to reevaluate who I can and cannot support.

Would it influence your decisions to support that company? The number one thing that would influence my decisions to support that company is what do they offer me. Are there products so rare and inimitable that I cannot find another company to support? If so, I really have no option but to continue to purchase their products. Another huge influence in this circumstance includes what exactly the accusations are. Was it just one situation in which an employee got carried away and ruined it for the entire company? Did they fire that employee? These are questions I would have to ask myself before making any decisions. At the end of the day, my decision to support this company would definitely change if the accusations are true.

Would it change whether or not you applied to work for that company in the future? Absolutely. I have always been extremely strong-willed, and refuse to work for a company that has unethical business practices. I cannot show up to work every day knowing that I work for a company that supports discrimination of any sort. If already an employee for a company that does this, I am bringing it up with management and getting to the bottom of it as soon as possible.

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Week 1: The Case for Recruitment and Selection

When listening to the content this week, I could not agree more that the recruitment and selection process is key to a successful company. On the flip side of this, I do not believe that it is the MOST important process within a company. Organizations also need to focus on their marketing and product design. Why? Consumers need to know about the products that a company is selling before they will care about their employees. If a certain company is having a hard time getting people to support them and purchase whatever it is that they are selling, then what is their purpose. Marketing and product design are extremely important because this is what draws in customers. Advertising, and getting the word out about your products will almost always gain the attention of individuals over the selection of a good employee. Within the content, loss of business and lost time correcting the mistakes of bad employees are both discussed. Without marketing and product design, you do not have a business. There is no business to lose if you do not have one in the first place. There are no mistakes to fix if no one knows about your products or what you do.

With that being said, there are both strengths and weaknesses involved when prioritizing something other than recruitment and selection. By prioritizing marketing and product design, there is a much larger chance that your products are wanted by consumers, and that they will know about the product. If you can design something that is demanded, and then market this all across the globe, your business will most likely be very successful. To counter this, if you have bad employees, this could all go south very quickly. A weakness of prioritizing over selection and recruitment is that bad employees are toxic. They can ruin an entire company from the inside out within months. Bad employees are expensive, and can completely turn a successful company into a disaster.

All in all, I do believe that the selection and recruitment process is extremely important. Employees can make or break a company. I do not believe this process should be prioritized over every other process though. Marketing and product design are also very important and should be prioritized just as high, or even slightly higher than recruitment and selection.

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Week 1 Job App. Experiences

I have just recently applied for an internship with Cargill, an agricultural company, in Pipestone, MN this summer. This application process was by far one of the cleanest, and easy to navigate processes I have ever been apart of. The internship has a website in which I answer questions, attach my resume/cover letter, and verify who I am. Soon after completing this, I was reached out to by the recruiting agents through the company. They informed me that they had received my application and would get back to me as soon as possible. A week later an employee of Cargill reached out to me and scheduled an interview. Throughout this process, there was no confusion at all. Everything was extremely straight-forward, and every individual that I had worked with was understanding and very helpful in the process.

Due to the ease of the application/interview process, I was very impressed and hopeful that I would obtain the internship. I knew that Cargill was a very professional company and one in which I wanted to join immediately. Everything about this process indicated that Cargill is a very successful company with an abundance of opportunity for growth and development of myself. I was fortunate enough to get the internship, and am beyond excited to join the Cargill team this summer. I have been through numerous other application processes, and none have lived up to this one. I believe that is why I am so excited to be apart of this amazing company this summer.

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