Week 1 Blog Assignment Nick Young

By Nick Young

If I had the chance to take an international position a few years into my career, I’d definitely consider it, especially if it was in Italy. I actually got to study abroad in Rome during my senior year of college, and it was one of the best experiences of my life. I loved the culture, the people, the pace of life, and how different the work-life balance felt compared to back home. That experience made me realize how much I enjoy being in new environments and learning from different cultures.

One of the biggest differences between Italy and the U.S. is how people approach work and communication. Based on Hofstede’s cultural dimensions, Italy is less individualistic than the U.S., meaning people focus more on relationships and teamwork. I’d need to adjust how I communicate and make sure I’m putting effort into building strong connections. Italy also scores higher in uncertainty avoidance, so people prefer structure and clear expectations. I’d need to be more organized and detail-oriented in how I work and manage projects.

Outside of culture, I’d also think about the language, the impact on my personal life, and whether the company would support the move. Things like help with housing, cultural training, and a clear long-term plan would be important to me.

What would convince me to take the role is knowing that it would help me grow professionally and personally. If the company showed they were committed to helping me adjust and the job aligned with my future goals, I’d go for it without a doubt.

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By Nick Young

Throughout this class, we’ve covered a lot of important topics, but the one that stuck with me most was the idea of cultural fit when making hiring decisions. I found this concept interesting because it goes beyond qualifications or experience. It’s really about whether someone will work well with the team and fit into the overall vibe of the company.

Cultural fit means hiring someone whose values, attitude, and work style align with the company’s environment. It matters because even if someone has all the right skills, they might not last long or perform well if they don’t connect with the team or feel comfortable in the workplace. I want to be in a leadership or management position one day, and now I understand how important it is to think about how someone will fit into the bigger picture, not just whether they check all the boxes on paper.

What really stood out to me was learning how poor cultural fit can lead to issues like low morale or high turnover. Even if someone’s talented, if they don’t fit in, things can fall apart fast. On the flip side, someone who fits well with the team can grow into the role and help others succeed too.

Another thing I appreciated was how we talked about not taking cultural fit too far. If a company only hires people who act and think the same way, it can stop new ideas and hold back growth. The goal isn’t to hire people who are all alike, but to bring in people who share the company’s values while still bringing fresh perspectives.

This lesson is going to stick with me because it taught me to look at hiring in a more thoughtful way. When I’m in a position to bring someone onto a team, I’ll make sure I’m thinking about how they’ll contribute to the culture and work with others, not just what’s on their resume. Cultural fit is one of those things that can really make or break a team, and I’m glad I learned about it now before I’m actually in those decision-making roles.

By Nick Young

By Nick Young

After taking the Life Stress Inventory, Coping and Stress Management Skills Test, and Type A Personality Survey, I learned that I deal with a moderate amount of stress and have some Type A traits. I like to stay busy and be in control, but I also put a lot of pressure on myself. The coping test showed that I have some solid strategies in place but still have areas to work on.

As I move into my career, I know managing stress will be important. I plan to stay organized, manage my time better, and make sure I take breaks during the day. Going for walks and staying active already help, but I want to be more consistent about it. I also plan to set boundaries so I do not take on too much at once.

When I looked into what companies are doing, I found that many are starting to focus more on employee wellness. Some offer mental health days, flexible schedules, and wellness programs. A few even offer on-site counseling or access to therapy. These efforts help lower burnout and keep employees more focused and productive. The American Psychological Association says that workplace wellness programs lead to better performance and happier employees.

Stress is always going to be there, but how we handle it matters. Learning how I respond to stress now helps me figure out what I need to adjust moving forward. It is also good to see that more companies are starting to recognize the importance of supporting their teams.

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By Nick Young

I recently decided to leave my job at a moving company where I had worked for over a year. I liked the work and my coworkers but the main reason I left was compensation. Even though I worked hard and took on extra responsibilities, my pay stayed the same. Over time I felt my compensation did not match the value I was bringing to the company.

This affected my motivation. I stopped feeling excited about giving my best because I was not being fairly rewarded. Also, the lack of a pay increase made it harder to save for school and other important things.

When I got a job offer from another company with better pay and benefits I accepted it right away. The higher pay was not just about money but also about feeling recognized and treated fairly. That reward matched my need for financial security and professional growth and motivated me to make the change.

For me, compensation was a big factor in my decision. It was not only the amount but also the fairness and acknowledgment that mattered. When compensation meets expectations it helps keep motivation and commitment high. When it does not, people may lose effort and look for better options.

This experience showed me that fair pay is key to motivation and keeping employees. Companies that reward employees fairly are more likely to have motivated and loyal workers.

By Nick Young

Test Summary
I took the Enneagram personality test from Eclectic Energies and my top result was Type 3 – The Achiever. It said I’m success-driven, ambitious, and focused on goals. That makes sense to me—I like accomplishing things and pushing myself to do better. I also scored high in Type 7 – The Enthusiast, which is more about staying busy, liking variety, and always being on the move. That’s accurate too since I enjoy trying new things and staying active. My third strongest type was Type 1 – The Reformer, which points to being responsible, structured, and wanting to do things the right way. Overall, the test felt pretty accurate and gave me a good breakdown of how I think and operate.

What Employers Might Think
From an employer’s point of view, I think these results show that I’d be a strong asset. Type 3 traits like being goal-oriented, competitive, and productive make me a good fit for fast-paced environments where results matter. My Type 7 side brings energy and flexibility—I can adapt quickly and stay positive through change. The Type 1 part means I care about doing quality work and following through.

On the downside, always chasing goals can sometimes be draining or make me too focused on outcomes. I also might take on too much or overthink decisions. Still, I believe my drive, energy, and focus on doing things right would stand out in a work setting and help me succeed in most roles.

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By Nick Young

Not all training is created equal. One of the most effective trainings I’ve experienced was a public speaking course I took during my sophomore year. It was interactive, personalized, and consistently reinforced learning through real-time practice. In contrast, an online safety compliance training I had to complete for a part-time job was completely ineffective—it was passive, text-heavy, and lacked relevance to my specific responsibilities.

Training effectiveness is influenced by both trainee characteristics and the learning environment. In the public speaking class, the instructor cultivated a supportive environment where feedback was encouraged and failures were seen as part of the learning process. This helped reduce anxiety and allowed me to take risks and grow. The training also used active learning principles, such as peer coaching and spontaneous speeches, which promoted engagement and long-term retention.

On the other hand, the compliance training failed because it lacked interactivity and relevance. The material was generic and delivered in a rigid, text-based format with no opportunity for practice or discussion. It also lacked immediate feedback, which made it harder to stay motivated or improve.

The success of a training program depends heavily on how it is designed and delivered. A learner-centered approach with interactive elements and real-world relevance can dramatically improve training outcomes, while passive, one-size-fits-all formats often miss the mark.

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By Nick Young

If I had to choose between hiring Avery or Jaime, I’d go with Jaime. While Avery may have a higher performance ceiling, I don’t think that makes up for their lack of consistency. In a business setting, you need people you can count on to deliver every day, not just when they feel like it. Jaime might not blow anyone away with standout moments, but they show up, do their job well, and help keep everything moving. That kind of reliability makes a bigger difference in the long run.

That said, I can see how Avery could be the better choice in certain roles. Jobs that rely on creativity, high-pressure performance, or breakthrough moments—like marketing campaign leads, software innovation, or strategic consulting—might be worth the risk. In those positions, having someone who can step up big when it really matters can outweigh the times they’re just average.

On the other hand, Jaime would be a better fit for roles where quality and consistency matter more than peak performance. These might include administrative positions, accounting, or customer service—jobs where every detail counts and the work needs to be dependable. In these roles, having someone who’s always steady is way more valuable than someone who might drop the ball half the time.

For me, the choice comes down to trust. I’d rather hire someone I know I can count on to do the job right every day. That’s what helps a business grow and stay strong.

By Nick Young

One interview that comes to mind was for a retail job where the process felt casual but unorganized. It started with small talk and a few general questions like, “Tell me about yourself” and “What would you do if a customer was upset?” While the vibe was relaxed, the interview didn’t feel structured, and there wasn’t a clear way to know what they were really looking for. Looking back now with what I’ve learned, I’d say the interview had pretty low reliability and validity—it didn’t feel like the same process was being used for every candidate, and the questions didn’t really tie back to how well someone would actually do the job.

There was also nothing in place like a scoring system or rubric. That means decisions probably came down to gut feeling, which isn’t a great way to choose who to hire. Based on what we’ve gone over this week, structured interviews where every candidate is asked the same job-related questions and rated the same way are way more consistent and fair. Research shows structured interviews lead to more accurate, unbiased hiring decisions and are better predictors of job success.

If I could give that employer advice now, I’d tell them to add more job-related questions and score answers right after they’re given. Something like, “Can you give an example of how you handled a tough customer?” would have been better. It would’ve helped them actually measure what matters for the role and make better hiring decisions overall.

Citation:
Test Partnership. (2021). Structured interviews: Finding top talent and avoiding bias. Retrieved from https://www.testpartnership.com/blog/structured-interviews-top-talent-avoiding-bias.html

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