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ABC Assignment: A Difficult Hiring Decision at Central Bank

Central Bank needed to replace their VP of Regional Sales, Martin Smith, after he was fired. They held a recruitment drive and interviewed multiple candidates. Three candidates emerged as finalists: Charlotte Webb, an internal senior director; Scott Warren, a VP from another bank; and James Skinner, a district VP. The document recommends hiring Charlotte Webb as she is already familiar with the company, well-liked by coworkers, and demonstrated her abilities in prior roles. She also wants a role similar to the open position and scored highly on employee commitment assessments.

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Aman Shah
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84 views3 pages

ABC Assignment: A Difficult Hiring Decision at Central Bank

Central Bank needed to replace their VP of Regional Sales, Martin Smith, after he was fired. They held a recruitment drive and interviewed multiple candidates. Three candidates emerged as finalists: Charlotte Webb, an internal senior director; Scott Warren, a VP from another bank; and James Skinner, a district VP. The document recommends hiring Charlotte Webb as she is already familiar with the company, well-liked by coworkers, and demonstrated her abilities in prior roles. She also wants a role similar to the open position and scored highly on employee commitment assessments.

Uploaded by

Aman Shah
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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ABC Assignment

A difficult hiring decision at Central Bank


Martin Smith, Central Bank's VP of Regional Sales, had lately been laid go, and the bank had to
find a replacement. The bank did this by holding a recruiting drive in which various candidates
participated, and the organisation had to rank them based on how well they aligned with the
company's mission and vision.

Job Requirements and Organizational Challenges

Mr. Smith was fired by the corporation. The following are some of the reasons:

 In the centre of the pack in terms of employee satisfaction

 Region in last place; low results/stagnant growth

 The new segment's integration is yet incomplete.

 No buy-in or implementation of critical new processes/procedures

 Three years away from early retirement, 30 years with central bank

As a result, the organisation needed to locate a suitable replacement for Mr. Smith. When
selecting a new applicant, the organisation kept the following criteria in mind:
• Able to make a significant turnaround
• Can recruit people who will deliver and have the essential values • Can build a new team and
let rid of employees who can't deliver
• Gain buy-in to new sales processes/value of a more disciplined approach by hiring someone
who can create trust and relationships with other segments.

Selection Criteria

Business and Financial


Leadership/Team Skills
Planning

Recruitment Long term Governance


Adaptability
Skills perspectives Skills
Candidates
Only three candidates remained after Central's Bank Executive Resources undertook an initial
screening and interview procedure.
Charlotte Webb is number one on the list.
Scott Warren is number two.
3. Skinner, James
Candidate information:
1. Charlotte Webb
The lone internal applicant who made the cut. Working as a Senior Director, Customer
Experience, Marketing Division, at the moment (Toronto).

• Superior awareness of financial demands and delivery preferences of this segment's clients
• Strong influencing skills
• Proactive personality
• Positive, can-do attitude, engaged, and got things done
Weaknesses-
• Minimal front-line involvement, sales perspective of "knowing" rather than "doing"
• Hired multiple professional personnel, but never fired anyone On occasion, individualised
some concerns, cared too much, and became overly emotional.
2. Scott Warren
Currently employed as a Vice President of Retail Banking for Toronto West and Hamilton.

• Executed a turnaround and moved the area from last to first place
• Can fire employees who aren't delivering and replace them with fresh hires
• Collaborated closely with many departments to reduce losses
• Contributed to and piloted a new sales training programme
Weaknesses:
• Intellectually arrogant and condescending
• Intense, which could be overwhelming for more reluctant team members
• Answered vaguely when asked about his past job
3. Skinner, James
Currently employed by First Northern Bank as a District Vice President.

• Mature, strong communicator


• Honest and open
• Track record of turning around underperforming units • Result focused
Weaknesses:

 Inability to take firm decisions


 uncertainty about leaving First Northern Bank
 lack of analytical/strategic depth
 less viable succession candidate

Charlotte Webb, in my opinion, should be hired by the organisation.


• She is the best candidate for the job, as evidenced by her different strengths, and she
has an edge over other candidates because she is already affiliated with the
organisation.
• Well-liked and respected by her coworkers, subordinates, and bosses.
• Has a thorough understanding of the organisation and its numerous rules.
• Demonstrated her worth in the many assignments she was given.
• Scored highly on the Employee Commitment Index (ECI).
• In her most recent performance review, she sought a similar kind of role.
These are some of the reasons why I believe Charlotte Webb is the greatest and most suitable
substitute for Mr. Smith.

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