MGMT 448 - Madi P

Looking back on everything I have learned in this class, the most important takeaway for me has been how crucial a solid recruitment and selection process is for building effective teams. It is not just about filling positions; it is about bringing the right people into the organization. This really clicked with me because, as someone planning to move into management, I know that the strength of the team can make or break a company.

One idea that stood out to me was the importance of aligning recruitment with a company’s goals and culture. It is easy to focus on finding candidates with the right skills, but it is just as important to make sure they fit with the company’s values and vision. I am definitely going to carry this forward in my career. As a future manager, I want to build teams of people who are not only good at what they do, but who also share the company’s core values. That is how you create a motivated, engaged, and productive workforce.

Another big takeaway for me has been the importance of diversity in recruitment. I have learned that diversity is not just a buzzword, it is essential for innovation and better decision-making. When you bring together people with different backgrounds and experiences, you get fresh ideas and solutions to problems. This is something I will prioritize in my future roles because I truly believe diversity leads to stronger teams and a more inclusive workplace.

Lastly, I have come to realize how important it is to regularly evaluate and refine the recruitment process. We talked about using data to measure the effectiveness of recruitment strategies, like tracking how long it takes to hire, the quality of candidates, or retention rates. By looking at these metrics, companies can adjust and improve their hiring process over time. This is definitely something I will keep in mind, especially if I am ever in charge of recruiting for a team or company.

Overall, what I have learned in this class is that a strong recruitment and selection process is a cornerstone of any successful business. By focusing on finding the right cultural fit, prioritizing diversity, and constantly improving, I will be able to build teams that drive growth and innovation in any organization I work for.

1. What am I good at?
I’m good at communicating and working with others, especially in group settings where teamwork matters. I like organizing things, planning ahead, and making sure everyone’s on the same page. I also tend to stay calm and adaptable when things don’t go as planned, which has helped me handle pressure pretty well.

2. What do I value?
I value growth in both my personal and professional life and having a purpose behind what I do. Relationships, honesty, and making a difference are really important to me. I care about stability, but I also want to enjoy what I do and be proud of the life I’m building.

3. How did I get here?
I’ve made it to this point by saying yes to opportunities, even when I wasn’t totally sure how things would go. Working through school has taught me a lot about balance, discipline, and figuring things out as I go. I’ve also had a lot of support from people around me, which has made a big difference.

4. Where am I going?
I’m working toward a career in something like project management or HR, hopefully in an industry I’m passionate about, like sports or entertainment. I want to build a life that’s fulfilling and secure, with room to keep growing and learning. I may not have every detail figured out yet, but I know I’m heading in the right direction.

After taking the personality test, I found out that I am an Enneagram Type 2, also known as The Helper. People with this personality type tend to be warm, caring, and very focused on supporting others. I often feel most fulfilled when I am able to help someone or make a positive difference in their life. Building strong connections and being there for the people around me is really important to me.

At the same time, I realize that sometimes I can struggle with setting boundaries because I want to be needed and appreciated. This can lead to taking on too much or forgetting to take care of myself while I’m focused on others. Overall though, I see myself as someone who values kindness and genuine relationships, and these qualities shape how I interact with people both in my personal life and at work.

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Employer Interpretation

If an employer looked at my results, I think they would see a lot of strengths in me. As a Type 2 personality, I am naturally helpful and enjoy working with others. I tend to be a team player who cares about the people I work with and is always willing to lend a hand. This makes me a good fit for jobs where cooperation and emotional support are important, like customer service, human resources, or any role that requires building strong relationships.

I’m someone who goes above and beyond to make sure others feel supported and valued, which can really help create a positive work environment. On the other hand, an employer might also notice that I sometimes struggle with saying no or speaking up for myself because I don’t want to disappoint others. With some guidance and self-awareness, I know I can manage that and use my natural empathy and drive to help others as a real asset in the workplace.

If I had to choose between Avery and Jaime, I would hire Jaime. While Avery might have higher potential and occasionally deliver incredible work, the lack of motivation and initiative would make it very difficult to work with her. Even the most talented person is hard to rely on if they do not show up consistently or need to be pushed just to get the basics done. In a role that is essential to my business, I need someone dependable who takes ownership of their responsibilities and can be trusted to follow through. Jaime may not have the same peak performance as Avery, but they show up every day ready to work, take initiative, and deliver results. That kind of consistency and reliability is far more valuable to me in the long run.

That said, there are jobs where someone like Avery could be the right fit. Roles that revolve around creativity or breakthrough performance, such as a freelance designer, consultant, or innovator, could benefit from her potential. In these types of jobs, success might come from a few standout moments rather than everyday performance. If managed correctly and motivated by the right project, Avery’s talent could make a huge impact, even if she is not reliable day to day.

On the other hand, Jaime would be perfect for positions that require strong routines and steady output, like customer service, operations, or team coordination. These jobs need someone who not only shows up but also takes initiative and solves problems consistently. Jaime brings that level of dedication and dependability, which is essential for keeping a business running smoothly.

My Brand as a Potential Employee
When people meet me professionally, I want their first impression to be: “She’s motivated, grounded, and genuinely cares.” I bring a mix of creativity, leadership, and drive to the table. I’m not just here to check boxes—I want to build things that matter. I’ve worked in fast-paced environments where I’ve had to take initiative, adapt quickly, and work with all kinds of people, which has helped me become a strong communicator and team player. One of my strengths is being dependable and detail-oriented, but I also bring positive energy wherever I go. On the flip side, I sometimes take on too much because I want to help, but I’ve learned to manage that by setting better boundaries. What sets me apart is my balance—I’m professional, but I keep things human. I bring both structure and warmth into whatever space I’m in.

Headline: “People First Leader Looking for a Team That Values Growth, Grit, and Good People”

If you’re looking for someone who’s dependable, hardworking, and cares about the people they work with, you might’ve just found your next team member.

I’m someone who enjoys solving problems, keeping things organized, and making sure people feel supported and heard. I’ve led trainings, worked through chaos during events, and taken initiative when no one else stepped up. Not because I had to, but because I care about doing things right.

I’m looking to join a team where I can keep learning, lead with purpose, and grow alongside people who are just as driven. Whether it’s helping a team stay on track, building out a new process, or simply being someone others can rely on, I’m ready for that next step.

To get this message out there, I’d keep it real. I’d post it on LinkedIn, record a short video introduction so people can get a sense of who I am, and share it with professional groups and communities I’m involved in. I’m not trying to chase attention. I just want to connect with a team that shares the same values and is looking for someone ready to show up and do meaningful work.

When I applied for my internship at the Oregon Department of Transportation (ODOT), the job description was a big factor in my decision. The posting mentioned tasks like project coordination, data entry, and working with agents on right-of-way processes. As a Management major focused on marketing and strategy, this seemed like a great opportunity to gain real-world experience.

The part of the description that caught my attention was the chance to help create training materials. I enjoy making resources that help people, so this part felt like a good fit for me. The flexible schedule was also a big plus, especially since I was a full-time student.

Once I started the job, I realized it was more exciting than I expected. I didn’t just assist with tasks—I ended up leading the development of a new desk manual with little guidance. I also trained a fellow intern, which wasn’t mentioned in the job posting. This gave me valuable management experience, and I found I really liked it.

Some parts of the job weren’t exactly as described. There was less routine work than I thought, and more problem-solving and process improvement. I didn’t expect to enjoy these tasks as much as I did.

Overall, the job description gave me a good idea of what to expect. But the actual experience was even better than I imagined. It taught me that job postings are just a starting point, and the real experience can be full of surprises.

I’m shocked and disappointed to learn that one of my favorite companies is facing a lawsuit for allegedly discriminating against people from a culture I strongly identify with. It’s tough to hear that a brand I’ve supported and admired may not live up to the values it projects.

The claims definitely change how I feel about the company. Even though allegations aren’t proof of guilt, the fact that such serious accusations have been made makes me think twice. I want to see how the company responds. Do they take the claims seriously? Are they transparent about what happened and what they’re doing to fix it? A strong, thoughtful response could help rebuild some trust, but silence or denial would only make things worse.

I’m also less likely to continue supporting the company. I believe in using my voice and my wallet to back organizations that treat people fairly. If a company I liked ignores or minimizes something this serious, I can’t justify giving them my business.

As for working there in the future; I would pass, at least for now. I want to feel safe, respected, and valued where I work. If a company has a reputation for discrimination, that’s a red flag I can’t ignore.

In the end, this situation is a reminder that companies need to earn our trust—not just through good products, but through ethical and inclusive actions

While recruitment and selection is a as super important aspect to a company—having the right people on your team can make or break a business. But if you look at things from the perspective of a new company, sometimes hiring isn’t the top priority.

For a startup, getting the product out there and building brand awareness often comes first. If no one knows what you’re selling or why it’s worth buying, then it doesn’t matter how great your team is. Marketing helps generate that buzz and get those first few customers in the door. Without that momentum, there’s not much reason to grow the team yet.

Also, hiring too early can be risky. If the company’s direction is still shifting, bringing on a bunch of new people might lead to confusion. Roles might not be clearly defined, and new hires could end up doing work that’s no longer needed a few months later.

Putting hiring on the back burner isn’t a perfect solution. As things pick up, not having the right team can definitely cause stress and missed opportunities. But early on, it often makes more sense to keep the team small and pour resources into getting the product seen, tested, and talked about.

Once there’s demand, hiring starts to matter more. By then, you have a clearer idea of what kind of help you actually need and the company is in a stronger position to attract good talent.

My Experience at Regal

The last job I went through the full hiring process for was at Regal movie theater. The online application was quick and simple, but after submitting it, I didn’t hear anything back. I followed up by visiting the theater a few times and speaking with the manager, and eventually, I received a call for an interview.

The interview itself was memorable because the manager conducting it was doing her first-ever interview. There were some awkward moments, but we laughed our way through it, making the experience feel more relaxed and enjoyable. By the end of the conversation, I had a strong feeling that this was a place I wanted to work.

What stood out most to me was the team dynamic. The employees seemed to genuinely enjoy their jobs, balancing hard work with a fun atmosphere. Everyone got along well, which made the work environment feel positive and welcoming.

Takeaways

Although the lack of communication after my initial application was frustrating, the in-person interactions completely changed my impression of the job. It showed me that persistence matters and that sometimes, getting hired isn’t just about submitting an application; it’s about taking the extra step to show your interest. The interview, despite its imperfections, also showed the culture of the workplace: supportive, engaging, and fun.

Looking back, this experience taught me that a hiring process isn’t just about employers evaluating candidates, it’s also a chance for candidates to evaluate whether the job and workplace culture are a good fit. For me, Regal turned out to be just that.