Month: April 2025

If I were in the shoes of the business owner facing the decision between hiring Avery or Jaime, I would ultimately choose Jaime. While Avery’s position is exciting, the reality is that consistent day-to-day performance is what keeps a business going smoothly. Reliability, even without bursts of performance, can build trust with clients, support team collaboration, and allow for better planning. A below-average worker most days, even one who can occasionally shine, is a risk I would not want to take, especially if it is an essential role.  

There are many jobs where someone like Avery would succeed and be a better fit. An example would be in a creative industry similar to advertising or product design, where occasional flashes of brilliance can help the company win big or set them apart from their competitors. Avery could be more valuable there. Those types of roles often blossom in breakthrough moments rather than everyday steady output. Having someone capable of producing “brilliant” work, even when inconsistent, could be worth the trade-off for them. 

However, Jaime would be the clear choice for the roles that require dependability and routine. Things like customer service, accounting, or operations management are best for these attributes. In these jobs, companies rely on employees to meet official standards consistently. Mistakes or errors, even if rare flashes of brilliance follow, can cost time, money, or customer trust. Someone like Jaime, who can be counted on to deliver solid results every day, would be the best asset. 

Ultimately, both Avery and Jaime provide unique strengths, but consistency often wins when the health and stability of a business are on the line. 

 

As a future human resource or business analytics professional, my brand is built on adaptability, communication, and a strong work ethic. I take pride in being someone who can step into a role and do whatever is needed to support my manager or team. My background in business analytics has taught me how to problem-solve and find meaning in data, but what truly sets me apart is my attitude. I’m always ready to help, learn, and grow. I value teamwork, fairness, and work-life balance, and I believe in creating environments where everyone can do their best work. While I might seem quiet at first, I bring a steady, reliable presence to workspaces that I enter. 

WANTED: The Corner Piece of Your Team Puzzle 

Looking for someone who can connect the dots between strategy, people, and performance? You’ve found them. I’m a dependable, down-to-earth team player with a background in business analytics and a passion for human resources. I thrive in collaborative environments where fairness and balance aren’t just buzzwords, they’re lived values. I adapt quickly, communicate clearly, and am always ready to jump in and support where needed. 

I’m not here for the spotlight. I’m here for the success of the team. Whether crunching numbers, analyzing trends, or helping build a positive, efficient workplace, I work with purpose and pride. You won’t find someone who pretends to know everything, but you will find someone who learns fast, works hard, and always shows up. 

If your company is full of hard-working people who care about their work and each other, then we’re already a good fit. Let’s build something meaningful together. 

When I applied for my previous internship, the job description had a big influence on my decision. Before that, I had spent the summer working outside at the same company, which involved more hands-on work. The experience I learned was valuable and I appreciate it, but I was looking to gain office skills and try something new that would benefit me in the future. The internship description mentioned tasks like daily record keeping, tracking animals, monitoring health and medications, helping with ration management and feed sales, assisting with inventory and reconciliation, supporting customer relationships, and even helping with budget planning. These tasks caught my interest because they offered a chance to learn more about the business side of the company.

Although I didn’t have direct experience in all those areas, I had worked for the company before and was familiar with how things were run. I even occasionally helped in the office, so I already understood some of the systems and responsibilities. That background made me feel more confident when applying, even though the job description was different from what I had done previously.

The biggest difference between the two roles was the setting; my first job was outdoors and physically demanding, while the internship was more office-based and focused on tracking and planning. However, there was overlap in terms of working with data and understanding how the feed yard operated. My previous experience gave me insight into the overall process, which helped me transition into the internship role more smoothly.

Overall, the job description played a key role in my decision to apply, and while there were differences, my experience helped me connect the dots and succeed in the new position.

If I were to hear about claims of discrimination, I feel like I would need to see evidence for myself before forming an opinion about the company. Without proof, it would be hard for me to feel strongly about one way or the other. Especially if the company is one that I have been very loyal to. However, if the claims were proven to be true, I would likely feel disappointed, because I understand how harmful it can be. In that case, it would definitely change how I view the company. 

If the claims were true, I would then stop supporting the company because I wouldn’t want to support an organization that take part in discrimination. If the claims were not true or if the company took responsibility, made amends, and worked on improving the culture, I would consider supporting the company again. I might even try to help them make the necessary changes (if possible) to make sure of a more inclusive environment. 

If claims of discrimination were something I heard about but couldn’t verify or didn’t know for sure, I would probably choose not to apply there. I understand how challenging it can be to work in an environment where people are not accepting or inclusive. The thought of experiencing that again would make me hesitant to apply, especially if the company has not addressed those claims openly. I like to make decisions based on facts or actions and it is hard for me to just assume something and run with it. 

Organizations decide to allocate more resources towards marketing/product design rather than spending that money on recruitment because they prioritize quick business outcomes over a long-term strategy for finding the best talent. Marketing and product design make them money and help them to gain more customers for their benefit. Which is considered a more appealing investment for those who are focused more on short-term growth. In comparison, recruitment and selection are important for long-term success. They are usually seen as something that won’t impact the businesses performance as much marketing and product design. Some businesses assume that a strong brand or product will naturally attract star performers, which would decrease the need for a more structured hiring process. If they do not understand the value of recruitment, businesses may see it as something secondary, rather than a key for growth and getting a competitive advantage against other organizations. Which can cause them to not invest as much in hiring, and can potentially lead to long-term problems and missed opportunities for the success of the organization. Prioritizing other business areas over recruitment can create growth quicker because of their market presence and the amount of money they are making. Neglecting recruitment risks poor hiring decisions, lead to lower productivity, higher turnover, and long-term problems. If there is not a strong hiring process, organizations can struggle with getting star performers, and this can weaken the company culture. Short-term wins may be appealing, but failing to invest in recruitment can sabotage long-term success.

I recently applied to a job where there were around 60 applicants. I had done lots of research about the company. What the company did, how the workers from the company represented themself, and why anyone would want to work there. The process was somewhat stressful because when everyone was getting internship offers, I was waiting for them to open the position that I was interested in. The whole process was very quick. I applied, and a few weeks later, I got a response for the first interview. The recruiter thankfully gave me the questions for the first interview, so I was prepared. Soon after the first interview, they knew who they wanted for the second interview. I was one of the few who got the second interview. Which was almost a week after the first interview. The second interview was different, this is where they had people from higher positions interview me. This time around, they did not give us the questions and even asked some different ones. Those different questions were more concerned with how I would handle or react in certain situations. The second round of interviews was on a Thursday, and they said they would get back to me the following week. On Monday, they offered me the job. In the beginning, I was stressed, mostly because I was putting all my eggs in one basket waiting for the position to open up. Once the process got started, it was at a good pace, and I was hardly stressed because of how well the communication was from the recruiter. This made me want to be a part of the organization even more because the onboarding process was easy and quick.

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