Critiquing a Recruitment Ad

When asked: what is your brand, my response would be such: I am not afraid of public speaking; I currently have taught over 120 students. I will be the first person in the office, and the last person to leave. I am very driven; currently, I am the youngest graduate teaching assistant in my department by over a year. I am not afraid to try something new, even if I know it is not in my wheelhouse. When I was senior year, I took a business statistics course as an elective that way I would better understand the methodology being used in quantitive research papers. Lastly, I worked with upper management to develop new procedures to ensure employees would have proper avenues to use if they experience sexual harassment from customers. I did this because I believe it is my job, along with all of my coworkers, to make sure we have a workplace environment that is supportive, inclusive, and safe for everyone. 

I think a unique way to express this to future employers is through sharing short statements that support every claim that you make. For instance, if they ask you what are your strengths, have a few keywords to emphasize but after each one tell why you choose this word or what is fitting about this. While doing this I think the best approach could be through bolding keywords, or if using a video as a means of distribution, have an image appear with the keyword and then include your responses. For instance in the video, the image could appear “hardworking” then flash to you giving your short fun response to why you possess this quality. I strongly believe that it is important to show your face and if possible, hear the person’s voice and see active facials, beucase just words on a page or on a screen can’t carry the same impact as a fun video where you would receive all of those non-verbals. 

Another fun way I think this could be done is by creating a video of what other people around you think of you or how you are to work with. In this way, you build your credibility by incorporating other individuals. Additionally, I think it is often easier to talk about the qualities you love in another person than it is for you to speak about the qualities you think you do well in. 


A Summer to Remember

The job that comes to the top of my mind when the question of “job description” is posed is my summers at Hills Resort. It is honestly one of the most breathtaking places in the whole wide world. Because of that, to date, I have spent three summers in Priest Lake, Idaho. 

I first heard of the job four summers back when my family and I went camping at Reeder Bay. At the time, I was a nanny (a job I don’t think I will ever do again – honestly the hardest job I’ve ever had). After my freshman year, I applied to be a waitress at the resort. I had no experience working in a resort or as a waitress, but thankfully they took a chance on me and hired me for the position of a waitress. 

In the interview, it stressed a lot about how it was a family up at the lake, and I thought I understood that. I was wrong. My perspective was that it was family-centered in the aspect that their main client was families. While this is true, it also means that everyone you work with becomes part of your family as well. 

For instance, I was placed in the “Kali House” which was employee housing they provide for everyone working at the resort. I knew about this “perk” but I didn’t know that the girls I would live with would be some of the most empowering and incredible women I would get the chance to meet. The same goes for my co-workers, managers, and the owners; they are all now part of my extended family. Another perk is we get to take out all of the paddleboards, kayaks, and canoes for free which is another highlight of the summers at the lake. 

So a job description is great; but it can only go so far.


Response to Discrimination

In 2018, Victoria’s Secret Chief Marketing Executive, Ed Razek was asked why the annual fashion show did not include plus-size or transgender models. His response to why they don’t have transgender models included was such:

“No, I don’t think we should. Well, why not? Because the show is a fantasy. It’s a 42-minute entertainment special. That’s what it is” (Cadens, 2018, p. 1).

Despite the fact that I am not part of either community, this comment appalled me. What right does Ed Razek have to say what constitutes a fantasy? In fact, Nikita Dragun responded to Victoria’s Secret by making a video that demonstrates and epitomizes the “fantasy” Victoria’s Secret is attempting to sell. And as I am sure you could predict, she is a Trans Woman.

Before Razek’s comment, I shopped at Victoria’s Secret. However, once I was made aware of their beliefs, or the beliefs of a single individual it made me shift my purchases to another brand. While I recognize that not all individuals associated with the brand hold this belief, but in a market where I have agency over which companies I support, I will support a company that does not ever endource this behavior especially within executives.  

Lastly, I am asked to respond to the question if this would impact my decision to work for the company in the future. 100% it has influenced me to never work for this company. As women, society influences our perceptions of how we view ourselves and our worth. I refuse to work in an environment that continues to perpetuate these harmful stereotypes and ideologies around me. Where we work will consume a large portion of our lives. Therefore, I want to work somewhere that makes me proud to go to work everyday and upholds similar beliefs. 

Work Cited:

Cadenas, Kerensa. (November 10, 2018). Victoria’s Secret Apologizes After Executive’s Statements About Transgender and Plus-Size Models. Vanity Fair. Fashion Industry.

Dragun, Nikit. (December 5, 2018). “dear Victoria’s Secret, you said trans women can’t sell the “fantasy” so here i am as a TRANS WOMAN selling the FANTASY!” @NikitaDragun.


Evidence Why Resources Need to be Focused on Marketing.

I argue that marketing should be allocated more resources. The evidence for my claim is supported by their 2018 football advertisement. 

Before diving into the image, I need to provide some context on Oregon’s history. A lot of individuals have the misconception that Oregon is very inclusive, but did you know that Oregon’s constitution outlawed individuals of color. By law, any person of color living in Oregon could be brought to the town center for a public lashing every six weeks. In the early 2000s, a proposition to remove this language from Oregon’s constitution was met with great resistance. 

With this in mind, flash forward to 2018 when U of O its latest campaign: surround yourself with savages. In this ad, one can see how the backdrop was white-washed, in stark contrast to the skin color of these individuals featured. Not only does the word “Savage” have horrendous connotations, but these connotations are also compounded by the history of the state in which this image was produced: Oregon has been less than accepting of individuals of color throughout its existence as a state. 

(Image courtesy of Mario Cristobal)

Some critics of my analysis claim that pop culture has “redefined” the term savage to mean strong, determined, fierce, all traits you need in football. However, if the words are synonymous, why not use one of them? This is a University-sponsored advertisement for a school, it should take this into account when releasing material to represent the whole student body.  

(Courtesy of Mase Funa)

Bottom line is that the University of Oregon’s ignorance of intercultural communication and history resulted in the creation of harmful marketing material. I recognize that recruitment and selection are important aspects of a company, however, it is a strength when more funds are allocated to marketing to stop the systematic oppression that is being perpetuated.

Work Cited:

Nemec, Andrew. (October 29, 2018). Prediction: Will Oregon Ducks add 4-start LB Jared Casey on Thursday? The Oregonian. Image courtesy of Mase Funa.

UO Matters. (December 16, 2018) UO Pres Michael Schill should fire Duck Coach Mario Cristobal for cause. Image courtesy of Mario Cristobal.


Job Application

Fall term, I was attending every sort of career workshop I could find. Trying to find an internship as a Graduate student is much harder than it sounds. But, one day I went to the first of a four meeting series with Deloitte and thought that I could maybe see myself finding a place in this company. 

I ended up attending every meeting that was held and received word that I would have the opportunity to interview. Prior to the first round of interviews, Deloitte hosted a dinner at McMenamins to help ease the stress before the big day. That night, we talked about our personal lives and honestly, work was never central to the conversations.

For the interview process, Deloitte has case and personality interviews. Case interviews were difficult because they were very technical — a skill I would not consider myself an expert on. When it came time for my personality interview, I was placed in a room with the head of the Portland office. To my surprise though, we spent a large portion of the time talking about our favorite books. The next day I was invited back for round two. Later that week, I was offered a Summer Scholars Internship in the Human Capital Consulting sector. 

After being extended an offer, Deloitte invited both the students offered full positions and interns to dinner at del Alma. That night we ate incredible food and talked the night away. I recognize I just briefly glossed over the actual interview, but it was because it was the interactions that happened outside of the formal process that made me fall in love with the company and people. Because of that, I accepted the offer and will, hopefully, begin my 8-week internship in June. 


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