Case Study: Evaluating Candidates for ARI Executive Director Position

This case study examines the hiring of an Executive Director for ARctic Innovision (ARI), a Canadian augmented reality business expanding its operations. The assignment analyzes three candidates: Sherry, Dan, and Moe, evaluating their strengths and weaknesses based on their experience, qualifications, and potential fit for the role. Sherry, with experience at TME, is an experienced employee but is a foreigner and focused on family. Dan, ARI's VP of Operations, is loyal but lacks experience in the destination country and is considered old-school. Moe, a local hire, is a team player with experience in the industry but lacks leadership and management experience. The case study highlights the challenges of succession planning, leadership selection, and the importance of considering factors such as experience, local knowledge, and future goals when making hiring decisions. The case study also provides a background on the company's operations, market, and the context of the hiring decision, including the partnership with Drone-Tech and the expansion into new markets.

Running head: THE HIRING OF ARI’S EXECUTIVE DIRECTOR 1
The Hiring of ARI’s Executive Director
Name
Institution

THE HIRING OF ARI’S EXECUTIVE DIRECTOR 2
The Hiring of ARI’s Executive Director
Sherry
Sherry has been fronted as one of the three candidates who should occupy the position of
ARI’S Country Executive Director. Sherry has got chances of clinching the position because of
her strengths. Based on her career progresses and information provided, it is clear that has three
main advantages. First, she is an experienced employee. She has been serving ARI for a long
time. She has also worked for TME where she served in different capacities until she became its
Vice President. This shows that she is a progressive employee (Noe, Hollenbeck, Gerhart &
Wright, 2017). Secondly, Sherry is a relatively-young and energetic employee who can be relied
upon to manage the operations of the company to the expectations. Meaning, she is a progressive
personnel who can use her knowledge and experiences to make viable decisions to drive the
company’s development agenda, vision, and mission. Last, but not least, Sherry is familiar with
the host country. Apart from acquiring her education here, she has also served in this country for
quite some time. Nonetheless, Sherry has some disadvantages that might reduce her chances of
getting the coveted job. First, she is a foreigner. She is not a naïve of the host country because
she was not born and raised here. She only got to study here and come back later after getting a
job opportunity at the TME. Besides, Sherry has diverted attention because she is planning to
concentrate in her marriage and family matters. She just got married and is likely to spend lots of
time thinking about raising her new family (Sarma, Chen, Kuttal, Dabbish & Wang, 2016).
Meaning, she might not fully concentrate on the job and deliver her best. Lastly, Sherry is a
female. Her gender might decrease her chances of getting the job if at all the management is
focused on the male gender.

THE HIRING OF ARI’S EXECUTIVE DIRECTOR 3
Dan
Dan is the second candidate that has been fronted for the new job. He is an insider who
has been serving the company for quite a long time. As a candidate, Dan has got certain strengths
and weaknesses that must be considered before making a decision to hire her to occupy the
position of the Executive Director. The first advantage that can increase Dan’s chances of getting
the job is that he is too experienced. He has served ARI since its inception. Meaning, he knows
whatever is good for the company and can do it if he gets an opportunity to serve in a leadership
position. Besides, Dan is a loyal employee who has been serving the organization as a
trustworthy and dependable worker. He is loyal to the organization and its top leadership
(Koppman, 2016). That is why he has been doing everything within his capacity to serve and win
the confidence of the leadership. Last, but not least, Dan is not only familiar with the
organization’s agenda, but is also committed to accomplishing it. His commitments to the
organization’s strategic goals, objectives, and mission can enable him to get the new job because
he will actually do it and dedicate his time to serve the organization. Nonetheless, Dan has some
disadvantages. First, he is a foreigner who has no knowledge about the host country. He might
find it challenging to serve in a leadership position in Canada because he has never worked there.
Secondly, Dan is a single man (Kim, 2016). Despite his old age, he has not married. Should he
choose to marry anytime soon, he might not serve well because he might be distracted by his
new role as a husband and father. Finally, Dan is an old-school who might not bring new
progressive and vibrant ideas to the organization in which he has been serving since its inception.

THE HIRING OF ARI’S EXECUTIVE DIRECTOR 4
Moe
More is the third employee who has been floated as a candidate for the new position as
the Country Executive Director. Just like the rest of the candidates, Moe has high chances of
getting the job. However, his success will depend on his strengths and weaknesses. From the
information provided, it is obvious that Moe has some advantages. Firs, he is a local ad native
resident of the host nation. Meaning, he is a knowledgeable personnel who can be relied upon to
manage the company in his own country. This is advantageous because of his familiarity with the
working culture of the market. In addition, Moe is an experienced worker (Jayaram & Xu, 2016).
He has a wealth of knowledge in this line of business because he has been in this industry for
over 15 years. Last, but not least, Moe is a team player. He is an employee who has exceptional
team management skills because of the way I which he has been interacting with his bosses like
Sherry. This is a clear proof that he can be a good leader. However, despite all these, Moe has
some disadvantages. First, he has no experience in leadership and management. All along, he has
never served in high ranking leadership position. He has been a low-ranking worker. Secondly,
Moe is not dedicated to the job because he is mainly focused on establishing a cordial
relationship with his boss Sherry. Meaning, his performance might deteriorate in Sherry’s
absence. He lacks global experience because he has been working in his own country (Fumasoli
& Goastellec, 2015). Finally, Moe is not a relative to the company owner. Meaning, he has slim
chances of succeeding as far succession plans are concerned.

THE HIRING OF ARI’S EXECUTIVE DIRECTOR 5
References
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