QUESTION 1. (15 points)

As the HR manager for CD Cases Unlimited, you are in charge of the search for a new quality assurance (QA) manager. Your company creates and designs CD cases and labels for the music industry. The last QA manager left voluntarily but didnt identify or train a possible replAcement. After both external and internal recruiting and preliminary screening, you have narrowed the list to four. The job specification for this job states that the person should have a minimum of three years experience in manufacturing and that a bachelors degree is strongly preferred. In addition, the person should be an excellent problem solver with a strong commitment to the quality-improvement process. Basic information about each candidate follows. You must decide which candidate you will hire to fill the position.

Tom Gordon: Gordon has been the QA manager for a competing firm for the last 5 years, although he no longer works there. You suspect that he was terminated, but you cant confirm that as his last employer will not discuss his work there. The benefit to CD Cases is that he is already familiar with its processes and products. In addition, he may provide valuable insight into the competition. However, his performance level is unknown, and historically the competing firm has had major quality problems (that may or may not be a direct result of Gordons efforts). He has an MBA.

Susan Kincaid: Kincaid is an internal candidate who has moved up quickly in the company. Eight years ago she joined CD Cases as a sales rep. After two years in the field, she was promoted to product manager in the marketing department. She excelled there and was promoted after three years to a product development position where she managed five product developers. She has consistently delivered impressive numbers for all products that shes responsible for. She is highly knowledgeable of the companys products, but her background includes little experience in operations. She has a bachelors degree in marketing.

Rena Farr: Farr has 8 years of experience at a firm in an unrelated industry, and before that worked in various supervisory roles in the manufacturing industry. She came across as somewhat shy during the interviews but based on her resume it is evident that she understands the quality-improvement process. She has even published articles on quality in national business magazines and has a black belt in Lean Six Sigma, a project management and improvement certification. Most people at CD Cases that interviewed Farr said that she was too quiet and that her answers were too short. She has a Masters degree in operations management.

Delvin Priestly: Another internal candidate, Priestly has worked for CD Cases for six years. CD Cases is his first employer after college. He has impressed everyone with his problem- solving abilities and has been promoted twice. The only negative aspects to Priestlys record are several counseling sessions in relation to fraternization and possible sexual harassment with female workers from the assembly line. Though not forbidden, dating employees especially direct subordinates - is strongly discouraged. Prieto has a Bachelors degree in management.

Questions: 1.1 Which candidate will you select? Why? (Explain what factors you used to base your opinion on) 1.2. For each of the candidates you didnt select, explain why they were not chosen.