BUS 301 Central Washington University Netflix Inc. Job Announcement Essay

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Business Finance

BUS 301

Central Washington University

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Assignment 3:

Assignment 3 will consist of the following: Cover Letter, Resume, Job Announcement, Informational Interview and Company Research Papers: Please make sure you submit all parts to this assignment. Clearly define what part of assignment is what you are submitting by naming the assignment, for example, Cover Letter or Resume.

Based on a Job Announcement you would like to apply for, provide the following:

- A Cover Letter as we discussed, and examples provided in the Announcements One Page for your Cover Letter.

- A Resume can be one to two full pages. As we discussed and examples provided in the announcements unless you are applying for federal employment. If this is the case, please talk to me prior to submitting.

- Informational Interview: Contact an employee or owner at a company in which you would like to work and ask ten questions relating to how they obtained the position they are in, why they stay with the company, how many years there, highlights of position. The questions must be of a professional nature. You can use examples from discussion and from the Announcements. Please include the name of the individual and their title. Write this as a Question-and-Answer session. For example, Question: How long have you worked for the company? Answer: Three years. Your informational Interview can be as long as necessary to ask and answer ten questions.

- Company Research: Research a company you would like to work for. Explore how stable they are for future growth, explain why you would like to work there, benefits and perks offered and growth and up-ward mobility open and available to you. Please limit your Company Research Paper to three full pages.

Tips from instructor: Please start looking for a company and a person you can conduct your interview and research paper with. APA fashion, no abstract, double space, margins, and cover pages for each portion of this assignment. Remember, Assignment #3 has several parts to it. The parts of the assignment include: Cover Letter, Job Announcement, Resume, Informational Interview and Company Research Papers. All parts I just listed need a cover page so that I know what you are turning in.

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Nancy M. Zellers 525 Lebo Boulevard B#4 Bremerton, WA 98310 (360) 340-7540 nancymzellers@gmail.com November 2nd, 2017 RE: Lecturer Pool – 1300, Central Washington University Dear HR Team, I am intrigued by this position because it involves assisting, training and developing individuals to become improved in all aspects of their life. I feel the position of Lecture Pool Instructor relates to my past experiences. I am a perfect match for this position due to my ability to relate well with diverse populations. Please accept my cover letter and resume for the position of Lecture Pool 1300, Central Washington University. For three plus years, I served as the Military to Manufacturing (M2M) Training Coordinator. I trained, coached and mentored over six-hundred transitioning military, Veterans and Spouses for a two day course. The two day course laid the foundation for introduction to Manufacturing, shop tools, shop math, safety, interviewing techniques and resume building skills. In addition to serving as the M2M Training Coordinator, I am a seasoned Educator/Facilitator. My teaching career debut was in 2005 for Vincennes University College on Puget Sound Naval Base Kitsap. Since then, I have successfully taught in the Business/HR arena for Pierce, Tacoma, Bellevue, and Chapman Colleges and On-line for Colorado Technical University. I embrace and welcome diversity and have many years and experiences of working with persons from all walks of life. I am a self-starter who is also a small business owner. I have worked for large, small, for profit and, not for profit organizations. I am also a good team player, excellent organization skills, able to see and understand the bigger picture and have taken the initiative in past experiences learning and implementing the big picture. My Master’s degree is in Human Resources with certificate in Organizational Leadership. My Bachelors of Science is in Workforce, Education and Development with an emphasis in Training. I am Myers Briggs Type Indicator Certified and managed various retail stores for over three years. Thank you for making the time to review my credentials. I am enthusiastic to learn more about the position. I truly think I am the best match for the position and am asking for a chance to share more about myself and learn more about you. Please contact me via phone or email at your earliest convenience. Respectfully, Nancy M. Zellers NAME City, State Email Phone LinkedIn# SKILLS AND ABILITIES Special skills that you possess that match the qualifications in the job posting. ❖ Use Bullet Points ❖ Name Specific Skills ❖ Use Power Words ❖ Be Balanced ➢ Be Creative ▪ Limit Wasted Space EXPERIENCE Job Title – Company Name – City, State o o o This is the place for a brief summary of your key responsibilities and most stellar accomplishments Use Bullet Points for Emphasis Cater to Job Posting Job Title – Company Name – City, State o o o o o Date From – Date To This is the place for a brief summary of your key responsibilities and most stellar accomplishments Use Job Specific Language Include Key Words from Job Posting Job Title – Company Name – City, State o Date From – Date To Date From – Date To This is the place for a brief summary of your key responsibilities and most stellar accomplishments Show Special Projects Include Promotions EDUCATION University Name, Degree City, State Date From – Date To Whether we’re starting a new job or gunning for a promotion at our current one, we all know that we should be negotiating the salary. Or do we? A survey by Salary.com revealed that only 37% of people always negotiate their salaries—while an astonishing 18% never do. Even worse, 44% of respondents claim to have never brought up the subject of a raise during their performance reviews. The biggest reason for not asking for more? Fear. And we get it: Salary negotiation can be scary. But what’s even scarier is not doing it. Here’s a good example: A famous study done by Linda Babcock for her book Women Don’t Ask revealed that only about 7% of women attempted to negotiate their first salary, while 57% of men did. Of those people who negotiated, they were able to increase their salary by over 7%. That may not sound like much, but as Stanford negotiation professor Margaret A. Neale puts it: If you get a $100,000 salary and your co-worker negotiates up to $107,000, assuming you’re treated identically from then on, with the same raises and promotions, you’d have to work eight years longer to be as wealthy as them at retirement. So, whether you’re male or female, in your first job or your fifth, it’s time to learn how to negotiate. And we’re here to help, with a roundup of expert tips and further reading to get you totally prepped. Salary Negotiation Tips 1-11 Getting Prepped 1. Know Your Value If you’re going to get the pay you deserve, it’s crucial to know the going rate for your position in your specific industry and in your geographic area. As I Will Teach You to Be Rich’s Ramit Sethi points out, if you walk into a salary negotiation without a number, you’re at the mercy of an experienced hiring manager who can simply control the conversation. You can do this by doing an online search on sites such as Payscale or Glassdoor, or by asking others in your field (ideally both men and women, to avoid falling victim to the gender pay gap). 2. Talk to Recruiters Another way to do some research? Pick up those calls from recruiters. They know what people with your experience and expertise are worth, so use it to your advantage! The next time one reaches out to you, engage in a conversation about the position’s responsibilities and pay. You may not get a specific number, but even a range is helpful. 3. Organize Your Thoughts To organize all of your thoughts and research in one place, check out the free resources at She Negotiates (yes, it’s helpful for guys, too). 4. Pick the Top of the Range As you’re doing your research, you’ll likely come up with a range that represents your market value. It can be tempting to ask for something in the middle of the range, but instead you should ask for something toward the top. First of all, you should assume you’re entitled to top pay, says She Negotiates founder Victoria Pynchon. Second, your employer will almost certainly negotiate down, so you need wiggle room to still end up with a salary you’re pleased with. 5. Know the (Exact) Number According to researchers at Columbia Business School, you should ask for a very specific number—say, $64,750 rather than $65,000. Turns out, when employees use a more precise number in their initial negotiation request, they are more likely to get a final offer closer to what they were hoping for. This is because the employer will assume you’ve done more extensive research into your market value to reach that specific number. 6. Be Willing to Walk Away When considering your numbers, you should also come up with a “walk away point”—a final offer that’s so low that you have to turn it down. This could be based on financial need, market value, or simply what you need to feel good about the salary you’re bringing home. Walking away from an offer will never be easy, but it’s important to know when to do it—and powerful to be able to say “no.” 7. Make Sure You’re Ready Before you ask for a raise, you’ll want to ask yourself a few questions. Have you been at your job for a year? Have you taken on new responsibilities since you’ve been hired? Have you been exceeding expectations (rather than just meeting them)? The answer to all of these should be “yes.” 8. Plan the Right Timing Turns out, timing is everything. Most people wait until performance review season to ask for a salary adjustment, but by that time, your boss has probably already decided what raises will be doled out to the team. Instead? “Start talking to your boss about getting a raise three to four months in advance,” writer and former human resources professional Suzanne Lucas of EvilHRLady.org told LearnVest. “That’s when they decide the budget.” 9. Prepare a One-Sheet Prepare a “brag sheet,” recommends Kathleen O’Malley of Babble. “It’s a one-page summary that shows exactly how awesome you are as an employee. List any accomplishments, awards, and customer or co-worker testimonials (“You saved me when you did XYZ!” emails definitely count as testimonials!) you’ve received since your last review. You want to demonstrate your value to your boss.” 10. Remember Practice Makes Perfect Rehearse, rehearse, rehearse. Write down what you want to say, and practice to a mirror, on video, or with a friend until you’re super comfortable having the conversation. 11. Set the Meeting for Thursday Studies show that you’re more likely to get a raise if you ask on Thursday. We tend to start off the week more hard-nosed and even disagreeable, but become more flexible and accommodating as the week wears on. “Thursdays and Fridays find us most open to negotiation and compromise because we want to finish our work before the week is out,” reports Psychology Today. Salary Negotiation Tips 12-20 Starting the Conversation 12. Power Up Before you go into the negotiation, try Amy Cuddy’s tip of doing a “power pose”—in other words, going into the bathroom and standing tall with your hands on your hips, your chin and chest raised proud, and your feet firm on the ground. Doing so raises testosterone, which influences confidence and reduces the stress hormone cortisol. 13. Drink Some Coffee A study by the European Journal of Social Psychology found that caffeine made people more resistant to persuasion—meaning you’ll have an easier time holding your ground during the negotiation. 14. Walk in With Confidence “The way you enter a room can dictate how the rest of an interaction will be,” says James Clear. “Ever see someone slump through a doorway with a scowl on their face? Not very inspiring. Keep your head high and smile when you enter. Starting things off with a positive vibe is very important, no matter how small it is.” 15. Start With Questions You should start the negotiation conversation by asking diagnostic questions to understand more about the other party’s true needs, desires, fears, preferences, and priorities. Professor Leigh Thompson at the Kellogg School of Business at Northwestern University says that 93% of all negotiators fail to ask these “diagnostic questions” in circumstances where getting them answered would significantly improve the outcome of negotiations. Asking questions like, “What are your biggest priorities right now?” can help you understand where your negotiation partner is coming from—and offer up solutions that will help. 16. Show What You Can Do Before you start talking numbers, talk about what you’ve done and—more importantly—what you can do. Remember that brag sheet? Now’s your chance to walk through your accomplishments with your manager. If possible, print a copy for your manager to look at while you summarize what you’ve achieved this year. You’ll want to specifically highlight times when you’ve gone above and beyond in your role, which will build the case that you deserve a raise. Then, be prepared with a few thoughts on what you’re excited to take on going forward—whether that’s freeing up some of your manager’s bandwidth by taking on an existing project, or proposing a new idea that you’re excited to own. 17. Focus on the Future, Not the Past When negotiating the salary for a new job, it’s not uncommon for the company (or even a recruiter during the job search process!) to ask about your current salary. (Note that in many localities, doing so is now illegal.) It can be a tricky situation, especially if you’re being underpaid at your current job or looking to make significantly more, but it’s never a good idea to lie. Instead, give your current number (including benefits, bonuses, and the like) and then quickly move the conversation along to explain the number you’re looking for, focusing on explaining your new skills or responsibilities, your market value, and how you’re looking to grow, explains Pynchon. 18. Think About the Other Person When preparing for negotiating, get in the mindset of thinking about the situation from your opponent’s perspective, recommends career expert Steph Stern. Research by Columbia psychologist Adam Galinsky shows that when we consider the other person’s thoughts and interests, we are more likely to find solutions that work well for both of us. 19. Try Thinking About Someone Else Research from Columbia Business School shows that people—especially women—tend to do better when they negotiate for someone else, reports Stern. “So, in preparing to negotiate, think about how what you’re asking for will impact those around you: It’s not just for you, but also for your family and your future. It’s even for your employer! After all, if you are happier with your position and compensation, you’re more likely to work hard and be successful.” 20. Stay Positive, Not Pushy Negotiation may be scary, but you should always keep the conversation on a positive note, recommends Forbes. “[Kick] off the conversation with something like, ‘I really enjoy working here and find my projects very challenging. In the last year, I’ve been feeling that the scope of my work has expanded quite a bit. I believe my roles and responsibilities, and my contributions have risen. I’d like to discuss with you the possibilities of reviewing my compensation.’” Salary Negotiation Tips 21-31 Making the Ask 21. Put Your Number Out First The anchor—or the first number put on the table—is the most important in negotiation, since it’s what the rest of the conversation is based off of. If it’s too low, you’ll end up with a lower final offer than you probably want. You should always be the first person to mention a number so that you, not your counterpart, controls the anchor. 22. Ask for More Than What You Want You should always ask for more than you actually want. Psychology shows that your bargaining partner will feel like he or she is getting a better deal if he or she negotiates down from your original ask. And don’t fear asking for too much! The worst that can happen if you give a high number is that the other party will counteroffer—but the worst that can happen if you don’t negotiate is that you’ll get nothing. 23. Don’t Use a Range Mike Hoffman suggests that you should never use the word “between” when negotiating. In other words, never give a range: “I’m looking for between $60K and $65K.” That suggests you’re willing to concede, and the person you’re negotiating with will immediately jump to the smaller number. 24. Be Kind But Firm Negotiating for a new job? Here’s a great script to try, courtesy of Rebecca Thorman at U.S. News & World Report: “I’m really excited to work here, and I know that I will bring a lot of value. I appreciate the offer at $58,000, but was really expecting to be in the $65,000 range based on my experience, drive, and performance. Can we look at a salary of $65,000 for this position?” 25. Focus on Market Value Rather than discussing a raise or new salary based on what you make now, keep the conversation focused on what the market is paying for people like you (your “market value”). Re-frame any metric your negotiation partner uses—like percentage differences—as market value, re-focusing the discussion on hard dollars. 26. Prioritize Your Requests As part of your conversation, lay everything you’re looking for out on the table in rank order. Explains Wharton professor Adam Grant on Business Insider: “In a job offer negotiation, for example, you might say that salary is most important to you, followed by location, and then vacation time and signing bonus. Research shows that rank-ordering is a powerful way to help your counterparts understand your interests without giving away too much information. You can then ask them to share their priorities, and look for opportunities for mutually beneficial tradeoffs: both sides win on the issues that are most important to them.” 27. But Don’t Mention Personal Needs Don’t focus on your personal needs—like that fact that your rent’s gone up or childcare expenses have increased. (Chances are, your co-workers are dealing with similar situations.) You make a much better case to your boss (and his or her boss!) that you’re worth more when you focus on your performance and achievements. 28. Ask for Advice After you’ve sold your benefits, talked about your value, and made your ask, Grant recommends asking, “I trust you, and I’d very much value your recommendations. What would you suggest?” By doing so, he says, you’ve flattered your negotiating partner, you’ve encouraged him or her to take your perspective, and you’ll (hopefully) persuade him or her to advocate for you and your request. 29. Use Email Where Appropriate Most negotiations are done in person or over the phone, but if most of your communication with a recruiter or hiring manager has been over email, don’t be afraid to negotiate over email, as well. It ensures you stick to the script and can be a whole lot less scary. If you do negotiate over email, try to infuse as much empathy, pleasant conversation, and openness as possible into your message, mimicking a real-life conversation. (Here’s how to do it, courtesy of Pynchon.) 30. Don’t Forget to Listen Listening to the other party during a negotiation is almost as important as your ask and argument. By really paying attention to what the other person is saying, you can understand his or her needs and incorporate them into finding a solution that makes you both happy. 31. Don’t Fear the “No” You may be afraid of rejection, but according to Pynchon, a negotiation doesn’t actually start until someone says “no.” She explains: “It’s not really a negotiation if we’re asking for something we know our bargaining partner also wants. Negotiation is a conversation whose goal is to reach an agreement with someone whose interests are not perfectly aligned with yours.” So understand that the “no” is just part of the process—not a statement on how you’re doing. Salary Negotiation Tips 32-37 Getting an Answer 32. Use Stalling to Your Advantage “When you hear the other person’s first offer, don’t say ‘OK.’ Say ‘Hmmm,’” recommends executive career coach Jack Chapman. “Give yourself some time, and in the seconds of silence, the other person is more likely to improve in some way.” 33. Ask Questions Does the person you’re negotiating with flinch or otherwise react negatively to the number you put on the table? Don’t let that deter you; instead, ask open-ended questions to keep the conversation moving and show you’re willing to work together. Pynchon suggests things like: “Seems like that took you by surprise. Tell me more…”; “What is the budget for this position based on?” or; “How can I help you move more in my direction?” 34. Don’t Be Afraid to Counter If you ask for a higher salary and the employer says no? Doesn’t mean the conversation’s over. Try this, says Thorman: “I understand where you’re coming from, and just want to reiterate my enthusiasm for the position and working with you and the team. I think my skills are perfectly suited for this position, and are worth $65,000.” 35. But Don’t Make Threats Again, you ideally want to work (or keep working) with this person, so it’s important to keep the conversation positive. “Whatever you do, don’t threaten to leave if you don’t get the raise,” Smith reports. “You also shouldn’t threaten your boss with other job offers, interviews, [or] recruiter conversations.” 36. Consider Other Options If your boss (or the hiring manager) really, really won’t budge? Try negotiating for flex time, more vacation time, a better title, or plum projects and assignments. Here’s how to ask for each, courtesy of LearnVest. 37. Keep Negotiating If this seems like a lot—well, unfortunately, it is. Negotiation is a complicated process with volumes of books on techniques, tactics, and scripts. The good news? The more you do it, the easier it becomes. Even better, the more money you’ll bring home! So, get out there and start negotiating. You’ve now got the skills to do it right. Why Do You Want to Work Here? So you’ve made it to the end of a lengthy job interview without a misstep. But moments before you can confidently head out the door, the hiring manager slams you with one more, asteroid-sized question: “Why do you want to work here?” You break out into a cold sweat. Why do I want to work here? It’s a tough question, in part, because it should already be obvious. You wouldn’t be in an interview if you weren’t, at least, sort of interested in the company and what it has to offer for your career (and vice versa). But to a prospective employer, it’s not so apparent. They’ve probably interviewed several candidates, most of whom answer with canned responses like “I like your company.” And you’d probably prefer to stand out with your answer, particularly if you really want the job. Well, we’re here to tell you this question shouldn’t cause you to panic. According to Laura Mazzullo, a recruiter and owner at East Side Staffing, before your interview, you should already have some sense of whether you want the job or not; this should inform how you choose to respond. If you do want the job, simple honesty works—first, admit that you want it. “I never recommend playing hard to get,” she said on email. “Employers want to hire people who want to work for them. They know it’s a competitive marketplace and will appreciate your interest, but it must be genuine and you should be able to articulate the why behind your interest.” Answer with your experience Next, Mazzullo recommends against spewing a list of facts you know about the company, and instead, homing in on how that role fits with your current career path; after all, you want to convince them you’re ready for the gig. “In my humble opinion, [the question] is less about the research you’ve done on their company and more about the evaluation you’ve done with yourself to know what you need and want next.” In other words, research can and does help, but use it as an opportunity to reiterate why you’d benefit the company (and the reverse). In its most basic form, this might sound something like, here is something specific from our discussion that appeals to me, here is my experience with that, and here’s what I can bring to the table. On a Reddit thread, u/maksmil recommends adding some personality to your answer while you’re at it. “If you can I’d try to focus on what gets you excited about the role so you’re showing why you’re a good fit instead of just saying that you are,” they said. “Do you love the product? What do you like about the role? What have you realized is important to you in a job that you think you’d have here?” Together, this advice can be broken down into three parts: stating that you want the job, a current assessment of where you are in your career, and how you see the prospective role/company as a fit. (This might also segue into questions as to why you want to leave your current role, in which case, defer to our guide on how to explain leaving a job or whatever you feel is honest—without badmouthing your last company.) The other important thing to remember, as Forbes recommends, is not to sound rehearsed. Being specific, as in, referring to exact discussions you’ve had during your interview is a good way to combat that. Preparing a complete answer ahead of time—and one seemingly unrelated to your conversation— might not produce the desired effect, so leave a few blanks in your mind for your discussion to fill in. If you don’t want the job If you’re unsure of whether the job is a fit during an interview, that’s okay, too. If asked why you want the job, maybe admit that your discussion of the role appeals to you (assuming it does) and use the time to ask more questions, Mazzullo said. “Employers want to know you’ve given this all some thought and aren’t making a rash, haphazard decision.” And if you don’t want the job, honesty might be best for both parties. “Someone will respect authenticity as opposed to wasting more of their and your time,” she said. “... Go after what you want. Politely decline what you don’t.”
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Explanation & Answer

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Student Name
City, State
Email
Phone
LinkedIn#

CAREER OBJECTIVES
Experienced and passionate digital marketer desiring a full-time position in an innovative
company where I will offer my extensive skill set and experience in digital marketing, content
creation, brand messaging and customer journey mapping.
SKILLS AND ABILITIES














Search Engine Optimization and Search Engine Marketing
Google Analytics
Designing custom HTML templates
Customer journey mapping
Customer retention strategies
Digital marketing
Email management
Content creation
Brand and corporate messaging
Scheduled deployments
Copy editing
Time management
Detailed reporting
EXPERIENCE

Wolverine Worldwide – Rockford, MI
Digital Marketing and E-Commerce Retention Manager
February 2019 – Present


Designing custom HTML templates



Email message proofing, targeting, and scheduling.



Developing relevant and innovative marketing campaigns for the various stages of the
consumer life-cycle to increase consumer retention and loyalty.



Email management of the expanding email lists by acquiring customer opt-ins on sites, at
events, in stores, and through phone.



Optimize after-purchase marketing operations by executing, evaluating, implementing,
and monitoring seasonal campaigns.

EC Group International – Comstock Park, MI
Digital Marketing Expert
September 2017 – January 2019


Met with corporate executives of startups and existing clients to create business
relationships



Liaison between clients and technical teams to communicate marketing requirements



Conducted and maintained contact with clients throughout the onboarding process as well
as the initial 90 days of contract



Conducted local networking campaigns that resulted to 17 percent customer base growth
in 2017



Managed search engine optimization and search engine marketing of the EC Group
International’s digital platform and grew its Moz domain authority score from 22 to 28
within 12 months.
EDUCATION

University of Michigan,

Ann Arbor, Michigan

2015 – 2017

St. Louis, Missouri

2011-2015

Master of Arts, Organizational Leadership
Washington University in St. Louis
Bachelor of Arts, Public Administration


1

Student’s Name
123 Main Street
Anytown, CA
12345
555-555-5555
[applicant]@[email domain].com
February 2nd, 2021
RE: Email Marketing Manager, Netflix, Inc.
Dear HR Team,
My interest in the job position of an email marketing manager at Netflix, Inc. is because it
involves planning, implementing, and maintaining the overall firm’s marketing strategy. As a
digital marketing and e-commerce retention specialist at Wolverine Worldwide for two and a
half years, I believe I have suitable knowledge base, skill set, and experience to effectively steer
the company towards realizing the marketing department’s goals and objectives as well as the
company’s long-term vision. I will be able to achieve this through applying my extensive
knowledge base and skill set in Search Engine Marketing (SEM), Search Engine Optimization
(SEO), and Google Analytics. My passion for crafting emails to drive seller and vendor
awareness through email marketing is fueled by my inbox, which hosts over a thousand unread
emails comprising of subscriptions and newsletters from several brands. For this reason, I am
thrilled to apply for this role.
The email marketing manager role basically requires a strong level of experience in setting up
digital campaigns, famil...


Anonymous
Goes above and beyond expectations!

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