A new Operations Manager at E-Tronics would like to get a head start on recruiting for an upcoming role that will have key oversight of the new assembly line. He already has one person in mind that he feels will be perfect for the role based on his past experience. As the HR Manager asks more about the candidate, she learns that both the Operations Manager and the candidate went to college together and have been best friends since college. She also learns that they have never worked together before. What is the appropriate guidance the HR Manager should consider?

A. The HR Manager is responsible for all recruitment initiatives and should step in and take the place of the hiring manager. The Operations Manager is already too biased to make the appropriate decision.

B. Research indicates that people are more likely to quit because of a manager than because of any other variable. Considering the candidate and hiring manager already have a good relationship, this candidate already has a great chance of success and should be allowed to continue on in the process.

C. If the candidate is selected, the HR manager keep a close eye on the relationship as the candidate progresses through onboarding and orientation. If feedback is provided down the road that things arent working, the HR Manager will have all the documentation needed.

D. In order for an organization to meet its long-term goals, it must have the proper mix of employees with the right knowledge, skills, and abilities. The HR Manager should stress this importance while looking closely at all candidates.