Job Descriptions

The last (and current) job that I have is a Marketing and Fan Engagement intern position for OSU Athletics. My motivation for applying for this position was mostly due to my passion for athletics and eagerness to gain experience in the field before I graduated. That being said, I was already very interested in the position after being told about it verbally by a friend, thus the job description itself did not affect my decision to apply very much. What the job description did do, however, was give me a clearer idea as to what I would be able to experience within the job.

I applied for this position in January 2019, only a few months before the pandemic hit. I was informed that I got the position that March while in lockdown. Unfortunately, due to the lack of fans at events (and sporting events occurring in general), my experience with this job was close to nothing compared to what the job description said. Many of the task statements were related to attending sporting events with fans, and due to COVID regulations, I was not actually able to attend any events at all. Instead, my boss redid the position to still allow the internship to happen at all, focusing on helping us build our marketing portfolios and prepare us for the workforce by teaching us how to build an effective marketing plan and gain skills such as Photoshop and Illustrator. These are things that I may not have been able to learn and experience if the pandemic had not affected the scope of the job.Perhaps the only similarity was that I still got to attend office hours weekly and provide general office assistance as needed.

Overall, I never could have predicted what my experience has been with this job. Some of the competencies listed still applied and were expected, but as far as actual tasks, my experience was completely different that what I had initially applied for.

Experiences with Discrimination

If I came across a piece of media reporting that one of my favorite companies or brands was being faced with a lawsuit accusing them of widespread discrimination against individuals that I may associate with, I cannot say it would not change how I felt about the company overall. There has been increasing pressure on organizations to have social responsibility and contribute positively to society in one way or another, and consumers are becoming decreasingly tolerant of any slip-ups. If I was faced with this information, I would most definitely view the company differently and face an internal pressure to stop supporting them. However, depending on the company, this may be easier said than done.

From personal experience, I have sometimes found it difficult to completely boycott organizations that have been accused of taking actions that go against my personal values. However, when it comes to discrimination (especially discrimination that is widespread rather than an isolated incident), I have a low tolerance. If the company is one that I can easily dispose of without disrupting too much of my current lifestyle, I would almost definitely choose to discontinue supporting it immediately. However, if the company is one that is engrained in my everyday life (such as the convenience of Amazon), it may take me more time to phase the company out of my lifestyle. Regardless, I would make it my goal to get a better understanding of the situation and ultimately remove my support.

From an employment perspective, I would definitely avoid applying for an organization that discriminates against a group/belief system I associate with, let alone discriminate against any member. Company culture is extremely important to me, and widespread discrimination against any group is an indicator of a toxic environment that I do not want to be a part of.

The Case for Recruitment and Selection

I personally agree that staffing is perhaps the most important function of a company. However, I do understand why several people do not view it this way. All organizations have a limited budget, meaning they have to prioritize which functions get more money allocated towards them than others. As mentioned in the lecture, hiring new employees costs a substantial amount of money. This takes away from the budget that can be allocated towards other important business functions such as marketing or product design. An argument for doing this could be that if the organization does not have a strong product/service or a strong ability to reach consumers, it does not matter who the company employees are, as their efforts would be pointless if no consumers want to purchase the product (or are even aware that the product and its benefits exist). This perspective focuses on the idea that the product itself is more important than those who work to make the product successful. If a product is not good, even the most perfect employees may not be able to make it successful.

I believe there are more weaknesses than strengths to not prioritizing recruitment and selection. One potential strength in an organization’s decision to not prioritize recruitment and selection is that it opens up a large amount of the budget that can be put towards other important business functions. However, as the lecture mentioned, strengthening other areas of the organization may be pointless if the right personnel are not there to maintain it. Another weakness is that due to the fact that a good workforce can be a strong competitive advantage, competitors who do focus on staffing may gain the competitive advantage and thus become more successful in the long run. By prioritizing staffing, an organization has a better chance of receiving the best applicants and snagging them before their competitors can. If they do not do this, they may not have the best pool of applicants to pull from when they do decide they need to hire new people.

Job Application Experiences

The last job I applied for was a Marketing and Fan Engagement Intern position for Oregon State Athletics. As someone who hopes to work in the sports industry after graduation, this job was the perfect opportunity to jumpstart my path to my dream career and meet people who may be able to help me along the way. The job description was fairly basic, asking for simple skills such as being able to work in a fast-paced environment and great organization skills. However, because the description was decently broad, I did not have much information on the actual tasks I would be completing. From our readings this week, we learned that this could be an issue when figuring out which prospects to hire, as not having a solid understanding of what is being asked of them may cause prospects to not perform well if eventually hired. Since I was excited and eager to do nearly anything in the realm of sports, this did not majorly affect how I viewed the applicant process and job overall. I ended up being hired for this job, and to my disappointment, many aspects of the internship were changed due to COVID-19 (there is no use for fan engagement if there are no fans at sporting events). Overall, my application process was fairly smooth. My interview went well and gave me a sense of the type of people I may be working with, which made me even more eager to be hired. Although the broad job description somewhat left me in the dark prior to my interview as to exactly what I would be doing, it also made it evident to me that the job would be a great space for learning essential skills that I may not already have. As someone who did not have much marketing experience outside of group projects, that was very attractive to me. Combined with the friendliness of the personnel I met with during my applicant process, this job was very attractive to me, and I believe this eagerness set me up for the success I have had thus far in the role.