Posted: December 9th, 2022

A difficult hiring decision at Central Bank

The regional vice president has currently resigned at Central Bank in Toronto and they need another person who will be just as effective and productive as he was. Three potential candidates have been short-listed. One candidate being selected internally, the other two externally. All three candidates are highly potential for the position, making it a difficult decision for human resource management to select the right one. The expertise and credentials of each candidate are evaluated throughout the paper, to help ensure that the right decision is made.
All three candidates need to be easily adaptable and flexible as the former VP was highly liked by all the managers, due to his friendliness. Good interpersonal and encouragement skills are very important when choosing the right candidate. Charlotte Webb is an internal candidate and a well recognized person in all her given task, within the company. She puts great emphasis on personal development, and provided her graduates with challenges and exposures that allowed them to take on bigger and better roles. She is known to be highly intelligent and to have superior analytic and strategic skills.
Charlotte is very positive, with a can-do attitude allowing her to get things done. She is very eager to learning, while taking every opportunity to develop new skills and perspectives. Scott Warren is currently working as a VP at a retail bank. He is extremely bright, adaptable and always enthusiastic about learning. He was responsible for withdrawing 35% of sales staff and also redeployed an additional 15 per cent. Designed hiring profile/recruitment process for sales staff, that is now adopted by the rest of the bank James Skinner is a District Vice-President at First Northern Bank.

He has people management motivation, which is a key strength. He has the ability to build trust and is a trusted advisor to senior management and staff, which is highlighted in exhibit 1 as a core value. There are considerations that need to be taken into account, from each of the candidates. Charlotte Webb does not have a lot of front-line interaction experience. She has hired many professional staff, but has never exited anyone. Her roles have clearly influenced the direction of the business, which goes to show her importance in the company and how much of an impact she has.
Scott Warren has been suspected of intellectual arrogance, along with being a tad condescending around Regional Bank’s “superiority”, this could lead to potential problems with coworkers, and eliminate trustworthy relationships. Warren made it difficult to understand what he had personally accomplished in Australia, and was unclear when he was asked for details. James Skinner is capable of meeting immediate business “value” needs; he may be a less capable candidate because the big picture is just, if not more important. His ability to adapt to change was questionable, which is crucial in any organization.
Human Resource management was unsure about Skinner committing to leave his current job at Northern Bank, which is a tremendous risk the company would have to take if selecting Skinner. In my opinion, Charlotte Webb would be the best source for the position. Already currently working for the company is a huge benefit, as it enhances employee morale and loyalty, provides an easier assessment by already knowing the employee, and is cheaper then hiring externally. Charlotte was viewed as one of Central banks highest potential level 10s, who continuously had high performance ratings over the last six years.
This provides the company with a sense of security, Charlotte being extremely determined and productive with each job assigned to her. Not only does Charlotte deliver a great deal of skill, she is highly respected by her colleagues, which gains trustworthy connection from the get-go. Trust in an organization builds good communication and teamwork, which was an issue with the previous VP and jobs did not get finished. Webb questioned if she would be able to bring slower staff along, which I believe to not be a problem, as she is known for her influencing skills and is looked at by others as a mentor.
Although, Charlotte has never exited an employee, I believe this would not be an issue as she shows a lot of passion for the companies’ success, and would only want what’s best and most beneficial. Charlotte shares all the same values as the organization, and has a clear understanding of Central bank’s mission and vision, which would be harder for an external hire to adapt to. Exhibit 2 highlights that the purpose of the VP sales is to enhance the costumer experience and be costumer-focused, which Charlotte is currently leading initiative for in her current position.
Charlotte being named “Young Woman of Distinction” for her work with big sisters is recognized by the public and can promote involvement and change in the community, which is encouraged for this particular job position. I am confident that my recommendations of hiring Charlotte will not only be just as effective as the former VP Sales, but the potential to be more successful. Charlotte has showed loyalty to Central Bank, and is eager to grow not only as an individual but also as a whole organization. She will be a great leader and mentor for her employees, and lead the company to great successes.