1.

Whom should Stephen hire? Why?

A concise look at the characteristics of each applicant shall give us a right idea on who to hire. These characteristics are drawn per their previous work experience, discussion with Stephen, attitude, aims in life, and reasons for job change. Gerald Baum Straight forward Frank energitic not flexible with team mates non punctual unapolegitic decisive David Hughes Brand name structured confident commited to employer punctual personal life > work life good client handling abilities Sonia Meetha has good network with other CEOs maintains personal relations No experience in large firms Seth Horkum client appraisals organized helpful to team mates

punctual ambitious seeks suport from assitants loyal craving for self frequent job changer recognition very clear about future road map process oriented

By listing down all the characteristics of each applicant, it is clear to hire which candidate. As per the punctuality, reasons for job shift and performance and maturity in speaking, it is David Hughes whom the RSH or Stephen has to hire. 2. Imagine yourself in the place of each of the candidates. What strengths would you bring to light during the interview with Stephen? How would you distinguish from the other candidates? In the current scenario most of the candidates are shifting the job majorly because of salary and good recognition for work. Although they have had decent relationship with the previous employers, it is not suffice to make a positive impact on their growth. Sonia Meetha had good personal relations with all she worked for. But her problem is that the companies are too small for her to grow and make an impact. The strengths which I bring in the table for the interview to this position are: a) b) c) d) e) f) g) Energetic attitude Structured behavior Flexibility to work with team members Willingness to share subordinates with other leads Punctual Excellent client handling capabilities Good networking skills and having already established industry relations