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One of the most valuable lessons I learned in this class is the importance of reviewing job candidates through an equity-centered lens and analyzing the individual as a whole rather than evaluating them solely based on their credentials or what appears on their CV. This approach challenged me to not fall for the traditional hiring mindset and emphasized a more inclusive and effective way to build strong, diverse teams.

Too often, hiring decisions are guided by a rigid checklist of preferred qualifications, overlooking candidates who may not meet every item but possess qualities that are equally important. I value a team member that expresses an eagerness to learn, a strong work ethic, and coachability. This class helped me recognize that these intangible traits often predict long-term success better than credentials alone. A candidate may not have the exact degree or years of experience listed in a job posting, but if they demonstrate adaptability, initiative, and a growth mindset, they could quickly become one of the most valuable members of a team.

Laws like Title VII of the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA) remind us that employers must look beyond traditional credentials and ensure equal opportunity for all applicants, regardless of background or ability. Additionally,

For example, a first-generation college graduate, like myself, or someone who took a non-linear career path may bring unique perspectives and problem-solving skills that a traditional résumé doesn’t fully capture. Learning to value the full narrative of a candidate, including their potential and not just their past, encourages me to perform a more equitable hiring practices and promotes diversity in the workplace.

I recently took a DiSC assessment for a leadership workshop at work and it shows that:……

1. What am I good at?
I’m good at building relationships and creating structure in chaotic or complex systems. I excel at creating cohesiveness and bringing the energy into the team. I also have strong communication skills that help me advocate effectively for patients and coworkers alike.

2. What do I value?
I deeply value equity, purpose-driven work, and continuous learning. I’m motivated by environments that prioritize integrity, team collaboration, and positive community impact. I also care about work-life balance and being part of an organization that invests in its people.

3. How did I get here?
I got here through a mix of persistence, curiosity, and a willingness to take on new challenges even when they felt unfamiliar. Each job and educational experience has helped me build confidence and refine my interests, especially in healthcare operations and leadership. Mentorship and opportunities to grow within teams that trusted me made a huge difference along the way.

4. Where am I going?
I’m working toward a leadership role in pharmacy, ideally one where I can shape systems and policies that improve patient care and workplace culture. Over the next few years, I hope to gain more administrative experience and formal leadership training so I can eventually step into a Pharmacy Director position.

Statement: As an OSU student, you should understand that there will be certain opportunities in life not made available to you simply because you did not attend an “elite” East Coast, Ivy League institution. That is, people you meet in the future WILL make evaluations about you (some fair, some not) for something that may have no bearing on your actual capabilities. Arbitrary decisions like these are a reality of the inherent structure of the job interview process. Practicing developing an understanding of their potential impact on human beings is a useful exercise in shaping the way you should think about this process. 

My thoughts on this statement:

It’s disheartening to know that despite working hard and being capable, some doors may remain closed simply because I didn’t attend an Ivy League. As the article highlights, top firms often rely on structured recruiting pipelines that overwhelmingly favor students from elite institutions. Hiring managers often work directly with specific schools and resumes from outside/non-Ivy League schools are frequently discarded.

Judging someone’s talent solely by the school’s name on their resume ignores the systemic inequalities embedded in college admissions and life opportunities. Many capable students attend state schools like OSU due to financial constraints, family obligations and lack of access, not lack of talent. Or maybe OSU is just the best fit for them. Yet the hiring process often equates “prestige” with “merit,” reinforcing cycles of privilege and exclusion.

If I were denied a job because of my alma mater, I would feel disappointed but also more motivated to challenge the system. I’d seek alternative ways to build credibility, through internships, personal connections, or standout achievements.

A solution for recruiters is to attend career fairs and meet students face to face to get to know students at a personal level. Companies should have virtual open house so any students can attend to seek opportunities.

1. According to my Enneagram results, I most closely identify as a Type 3 (The Achiever), with possible wings of either 2w3 or 3w2. This means I’m someone who is driven by a deep desire to succeed and be seen as valuable in the eyes of others. I care a lot about how I’m perceived and often work hard to present myself in the best possible light ( I think due to my residency training and having to be open to feedback from everyone whether I agree or disagree). Regardless of my setting (professional or nonprofessional) I tend to be goal-oriented, motivated, and focused on making a strong impression. Emotionally, I’ve realized that I sometimes tie my self-worth too closely to achievement and recognition. If I’m not accomplishing something or receiving validation, I can feel restless or inadequate. While I may seem confident on the outside, there’s often a quiet fear of failure or of being seen as anything less than capable. Socially, I enjoy connecting with others and can be very people-oriented, especially if I lean toward the 2w3 wing. I like to be helpful and appreciated, but I’m learning to be careful not to lose myself in the process of trying to please others. Overall, my results helped me understand that while I thrive on achievement and recognition, true growth for me means learning to value myself beyond just my image or accomplishments. I’m working on being more authentic and allowing myself to slow down, make mistakes, and still feel worthy.
2. A potential employer would recognize that I am highly motivated, goal-oriented, and driven to succeed. I work hard, adapt quickly to new challenges, and strive to present myself and my work in the best possible light. Employers would likely see me as someone who is dependable, efficient, and results-focused. My strong communication skills and social awareness also make me a great team player and networker, capable of building positive relationships with coworkers, clients, and leadership. If I lean toward a 2w3 wing, I may also bring strong interpersonal sensitivity and a willingness to support others in addition to meeting my own objectives. However, an employer might also recognize potential weaknesses. My strong need for validation and achievement could make me prone to overworking or tying my self-worth too closely to external success. This might lead to burnout or difficulty handling failure or criticism. At times, I may focus too much on image and productivity, which could hinder authenticity or open communication, especially when I’m feeling uncertain or overwhelmed.

1. If I was the business owner I would choose Jamie. My business means everything to me and I value an employee/team member that is consistence and reliable more than someone who just looks good on paper and performs well in an interview. Jaime’s steady performance ensures daily operational effectiveness, enabling the company to maintain consistent standards.
2. Avery’s profile suits roles demanding creativity, innovation, or high-stakes problem-solving. Jobs like marketing strategists, creative directors, or R&D roles benefit significantly from Avery’s potential. These positions require groundbreaking ideas and fresh insights, often in short bursts rather than daily. Avery’s ability to excel at peak performance moments is invaluable.
3. Jamie’s profile is valuable for a job there relies on consistency, especially job that need day to day management like a manager/supervisor or those that interact with customers every day. Every customer interaction needs to be consistence. Regardless of the situation all customers’ need to be consistence because it can hurt the business image.

Designing Recruitment Ads & Evaluating Recruitment Strategies

Personal Brand Summary

As a potential employee in the health care system, my brand centers on being a dependable, life-long learner, and impact-driven team member who thrives in environments that values multi-disciplinary collaboration, innovation, and continuous improvement. I bring a balance of clinical and operational skills, enabling me to navigate complex healthcare-system-wide and department-specific problems and constantly being mindful of the system wide impacts towards the pharmacy department. Whether I’m streamlining a workflow, contributing to cross-functional projects, or helping teammates thrive, I approach every task with integrity, humility and adaptability. My goal is not just to succeed individually, but to elevate the collective success of the team, the individual members and the organization as a whole to expand accessible and innovative health care to the greater Portland area.

Personal Wanted Ad

WANTED: A Clinically Curious, System-Savy Pharmacist With a Mind for Innovation and a Heart for People

Seeking a pharmacist who does more than verify orders? Need someone who can connect with patients, collaborate across disciplines, and spot workflow gap before it becomes a problem? Look no further! I’m ready to join a team where clinical and operational excellence meets everyday impact.

I bring a background of 2 years of residency training from an academic medical center. This rigorous training allows me to bring a unique blend of attention to detail, adaptability, and big-picture thinking and innovative patient care mindset. Whether optimizing medication safety processes, educating patients, or contributing to interdisciplinary rounds, I show up with curiosity, compassion, and a commitment to doing the right thing.

I am comfortable in both the clinical and operational arena, I thrive in fast-paced environments and value clear communication, thoughtful workflow improvements, and team-first problem solving.

If your team is looking for a pharmacist who’s clinically sharp, has a strong operational lens, and ready to grow with your mission, let’s connect!

Week 3

When I applied for my Ambulatory Operations Supervisor position, the job posting gave a fairly broad overview of the role. It included a breakdown of the position’s functions and duties, required qualifications, experiences, and job-related knowledge, skills, abilities, and competencies. It provided a general framework of what the job entailed, but it was pretty high-level and didn’t dive into the specifics.

That said, I also had access to an internal job description that offered a bit more detail. This version listed both direct and indirect reports and gave slightly more context around the structure of the role. Even then, it remained somewhat general.

I haven’t officially started the position yet, but as a resident, I had the opportunity to observe the team dynamics and get a sense of the day-to-day responsibilities of the managers currently in similar roles. From that experience, I realized that while the job description offered a decent overview, it didn’t touch on some of the more important aspects—particularly the soft skills needed to be successful in the role. It also didn’t give any real insight into the workload, stressors, or common pain points associated with the position.

Overall, I’d say the job description helped me understand the structural and technical aspects of the job, but not necessarily what it feels like to actually do the job. My firsthand exposure as a resident filled in a lot of those gaps and gave me a more realistic picture of what to expect.

This was the job posting:

This position is responsible for overseeing staff while guiding, enhancing, developing, and implementing programs/initiatives designed to support Ambulatory Oncology and Infusion pharmacy services within OHSU Health. Responsibilities include, but are not limited to, employee supervision, education and training of staff, residents, interns and students, program development, quality assessment, process improvement, and compliance with accreditation standards and applicable laws and regulations. This position serves as a clinical role model by staffing their service area(s) in order to maintain their content expertise (~40%). In addition they may be asked to serve as Pharmacist-In-Charge for their specific pharmacy operations when applicable. They will rotate on call responsibilities approximately every 6th week or staff approximately every 6th weekend.

Function/Duties of Position
• Responsible for executing all job duties as outlined in the pharmacist position description.
• Supervision of Staff: Recruits, hires, trains, develops, schedules, and supervises assigned staff. Develops performance standards and conducts performance reviews in accordance with hospital policy.
• Program Design & Development: Contribute to the development of programs, initiatives, facilities and systems for continuous departmental improvement. Develop and monitor dashboards and quality metrics related to pharmacy department and service area(s) goals. Participate in the development and implementation of the Department of Pharmacy’s strategic plan in alignment with the OHSU Health’s mission, vision, and values. Develop policies, procedures and treatment guidelines, and improve electronic health record functionality as needed to enhanced patient care.
• Process Improvement: Establish best practices in service area(s) to improve patient care outcomes. Identify and opportunities for value analysis and resolve unsafe conditions and inefficient work processes. Assist in the management of drug shortages and high cost medications by providing clinical expertise related to utilization and alternative therapies.
• Departmental Interdisciplinary Coordination: Facilitate patient care services in assigned areas by collaborating with all pharmacy department staff and other healthcare team members across OHSU Health. Work with external agencies to facilitate continuity of care.
• Teaching: Oversees the education and training of pharmacy residents, interns, and students. Directs the work of students/residents and monitors and evaluates their performance. This position is expected to participate in education and research related to their service area(s)

Required Qualifications
• BS or PharmD
• PGY1 residency or 2 years of relevant experience
• Proficiency in an area of clinical pharmacy practice
• Professional communication, written, and verbal
• Contemporary Practice of Pharmacy
• Licensed Pharmacist in Oregon
• Compliance with Code of Conduct, Respect in the workplace and Applicable policies, procedures and agreements related to position, department or OHSU as a whole
• Must be able to perform the essential functions of the position with or without accommodation

Preferred Qualifications
• Work history demonstrating involvement in leadership projects
• Publications in peer reviewed journals or presentations at state or national pharmacy conference. Two years of precepting and lecturing experience or ACPE accredited teaching certificate.
• Board Certification or Fellowship in area of clinical pharmacy practice

Week 2a: You come across a news article reporting that your favorite company was faced with a public lawsuit in which they were accused of widespread discrimination against individuals from an ethnicity, culture, or belief system you associate with.

My thoughts…If I read that my favorite company was involved in a lawsuit accusing them of discrimination against individuals from an ethnicity, culture, or belief system I associate with, I would certainly be disappointed and question my future relationship with this company. I would do my part in researching more about the situation, is this caused by one outlier (one bad employee), or is this the value supported by the company as a whole and I would evaluate the company’s reaction and response to this accusation. As a minority, I always valued companies that promote inclusivity, equality, and diversity, so learning that one I support is involved in such accusations would feel like a betrayal of those principles.

If these accusations are in fact true and it wasn’t just caused by one outlier, I would feel uncomfortable continuing to purchase from them. I’d be torn between enjoying their products and upholding my personal values. The idea that my money could potentially be supporting an organization that discriminates against people based on their ethnicity, culture, or belief system would be hard to ignore.

In terms of applying for a job there, I would likely reconsider. I am a minority female myself so it very important that I work in an environment that foster DEI and celebrates diversity. I would question whether the company’s internal culture truly aligns with the values they publicly promote. If the accusations were so bad to the point it made public headlines, I can only imagine how bad it could be internally and behind closed doors.

Ultimately, how a company handles this lawsuit would be a critical factor in determining whether I continue to support them. If they take accountability, make meaningful changes, and actively work to correct any discriminatory practices, I might reconsider my stance. I am someone that values humility and transparency, it’s okay to make mistake but it more important on how the mistake is handled.

Week 1b:

1. Organizations often prioritize marketing and product design over recruitment and selection because effective marketing can directly drive sales, while innovative products can establish a strong market position, contributing to long-term growth. Companies may also leverage their brand recognition to attract talent, reducing the immediate need for extensive recruitment efforts. The ROI from marketing and product design is more easily measurable, while recruitment is seen as a longer-term investment. In competitive industries, staying ahead in product innovation and market positioning is crucial, leading to resource allocation in those areas. High investment into recruitment and selection may lead to failure of the position (i.e search cost, lost productivity, and wasted salary dollars).
2. The potential strengths of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business are: strong market presence or innovative product (investment in R&D), have measurable results (i.e. sales) and increase competitiveness. The potential weaknesses of an organization’s decision to not prioritize recruitment and selection in favor of a focus on other aspects of the business are: talent gap and skill shortages, decreased long-term sustainability and difficulty adapting to change with less younger hires being targeted.

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Week 1: Reflection on my first job interview in Feb 2025

4/3/25

1. Job application process can be soul sucking. Navigating through the online application can be very tedious. For example, despite uploading a CV/resume, I still have to manually add in each of my education and previous/current jobs and experiences, line by line. Leading up to the interview, I prepared by reviewing common interview questions and learning about the team and company culture. When the interview schedule itinerary was shared with me, I did some research of each member and create relevant questions for each person.
2. The hiring managers (director and manager) reached out to me prior to talk to me about the position and what they are looking for in an applicant. Also sharing their thoughts on my skillsets and what I can do in this position and how I could also grow in this position. The interview was in-person, so it was very personable, I value face to face time with the future team. The interview itself was engaging, with a mix of behavioral and situational questions. I appreciated the transparency from the interviewers about the company’s goals and challenges. Since this was all in-person and seeing the engagement the staff had with me, made me feel reassured that everyone cared about the operation and prospective of the team grow and development for the future.