Job Descriptions

The last job I had was my Human Resources internship for East West Tea Company (Yogi Tea) in Eugene, Oregon. I applied to this position back in the Spring of 2019, and worked there the summer of 2019, and winter break 2019 and the summer of 2020. My only job description I had was from when I first applied back in the spring of 2019. When looking at the job description, I was influenced to apply for the position because I was intrigued with the type of work and projects I would be doing. Ultimately I applied because I felt the job description provided a wide variety of experience that I would be gaining throughout my internship experience.

While my job did match the job description for my original summer that I interned there, the other times it did not. When I came back for a month during winter break, my job description was not updated to reflect the work I was doing. Additionally when I returned the following summer, I did not receive an updated job description either. The main difference was that I was working on different projects than I was the summer before. Although there were some basic similarities between the original job description and the actual work I was doing, the majority was different.

I unfortunately could not find a copy of my job description, but I thought one thing that was very interesting during my experience as an intern was seeing them shift to a new style of JD’s. I enjoyed seeing their strategy behind their new process and the new format.

Experiences with Discrimination

If I were to come across a new article reporting that my 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 I associate with, I would be very disappointed. This would be very difficult to hear, and would be very disappointing on many different levels. Even if the discrimination wasn’t towards an ethnicity, culture, or belief system that I specifically associated with, I would still be very upset to hear that there was any sort of discrimination in the first place. Hearing such news, would make it hard to feel as though you could support the business anymore.

I do believe this would influence my decisions to further support that company. Personally, I want to support companies that are doing great things, and helping our community and world become a better place. In hearing news like this, I would chose to find a different business to support that offered the same things. In the future, I most likely would not be inclined to apply for a company that was discriminatory. On the other hand, I believe that everyone makes mistakes, and that it is apart of life to learn from them and become better. If the company had shown steps towards learning and making right of the situation, I would consider applying and showing them support.

The Case for Recruitment and Selection

An Organization might decide to allocate more resources towards marketing or product design rather than allocating more into employee recruitment and selection because they simply do not see the value in it. Companies might view recruitment and selection as something that isn’t a priority towards their strategies and goals, and therefore do not invest enough money or resources into the critical function of the business. Some organizations do not see the negative effects from not investing into their recruitment and selection. As we learned this week there are many effects including lost business, lost hiring expenses, lost time in correcting mistakes of the wrong employee, etc. It is crucial for companies to invest in hiring and selecting the right people, as it contributes to productivity, culture and much more.

The potential strengths to an organization that does not prioritize recruitment are very few. These organizations are able to focus on other functions of the business including product development, marketing, production, and finance. While these functions might benefit from this, it still creates a lot of weaknesses for the hiring department. As I mentioned above, when a company does not invest in their hiring and selection it can lead to lost business, lost hiring expenses, lost time in correcting the mistake of employees, disengaged and dissatisfied employees. If the wrong individual is hired for the job, this could lead to having to start the hiring process all over again and expending more time and money into the hiring, training and onboarding process for the company.

Job Application Experiences

One of the last jobs I applied to was for a Sales Development Program for E & J Gallo. The overall experience was really great, and I actually enjoyed the process. It was quite long, and extensive but the conversations were very natural and easy going.

The first initial conversation was a coffee chat with two OSU grads, one of which was in the same sorority as me. Having this connection with her, allowed me to feel very comfortable and the interview felt more like a conversation which was great. During this chat, I was able to ask them both questions regarding their experience in the program. After the chat, I felt super confident in the company culture, and the program as well.

For my second interview, I met with their hiring manager, and one of the same OSU grads from before. This interview was more behavioral based questions, but still felt very natural and comfortable. During this interview it was disclosed that the only opening they had for the position now were in Southern California. I had been open with them and let them know that I was only looking to stay in Oregon and they said there was no guarantees that an opening would be available. After this interview, I felt a little hesitant on continuing in the process because I knew I wanted to stay in Oregon. I fortunately was invited back to the third round of interviews with their District Manager, and Sales Manager. After this interview there was a virtual conference in which you gave a 10 minute presentation, and met with other employees and grads for interviews as well.

After thinking it over and talking with someone I knew personally who went through the program, I decided to withdraw from the process before the conference. I knew that I wanted to stay in Oregon, and if that wasn’t a possibility I wasn’t interested in moving to Southern California. Although the overall interview process was great, it would have been nice for them to be more upfront about the location prior to starting the process or in my initial conversation with them.