Staffing is one of the most important requirements for any organization’s growth. It determines the direction the organization is taking. If the group makes the right decision on this matter, it makes considerable developments.
In a challenging environment, the Pharmaceutical Company seeks to fill the position of the Director of Marketing from the three shortlisted candidates (Ding, Eliashberg, and Stremersch, 350). It is important to note that there are a few reasons that may determine the kind of person who takes the position. There are economic conditions that are challenging for the company. It means that the Executives need to find an experienced person in economic matters. It needs someone who has had various experiences with different economic challenges (Ding, Eliashberg, and Stremersch 178).
The length of experience might be a consideration, but also how the person has succeeded previously in tackling such matters. The second reason is the increased competition that the company is facing in the market. As a result, there is a need to find someone who is innovative, productive, and knows how to handle such a competitive market (Scullion and Collings 275).
The company has existed for the previous years with the current employees, and it seems that the three shortlisted candidates have the same qualities. The only difference between the candidates is their years of experience.
The candidate who has been working in the marketing portfolio for the last forty years seems to have vast experience in the marketing field (Scullion and Collings 180). According to the experience, he must be above sixty years old. It would not be advisable to take somebody who has exceeded or is approaching his or her retirement. The company needs longevity. It should not hire someone who, before even laying the strategies for marketing, needs to retire. It is not that the aged do not have a chance for employment. It is just that for such an active department, there is a need for caution. Marketing is like the backbone of the entire business (Hunt, 250).
There is also a candidate who is early in her career. She has eight years of experience after college. The candidate is still fresh and still has so much to learn about the market challenges (Scullion and Collings 300). If the company has to consider her, then she should be the Assistant Director of Marketing. She needs to understudy her seniors and learn from her mentors. It would give her enough lessons to learn about market challenges. It would also be good to balance gender in the company. The position of the Director of marketing would require her to have more than eight years of experience (Hunt 170).
The last candidate is a middle-aged individual with twenty years of experience in marketing. Twenty years seems to be enough time for someone to have learned the market well. The experiences of the last twenty years have been very dynamic. There have been significant economic problems like the latest one being the Great Recession. A person who has been in marketing before and until afterward can be able to handle stressful situations. The company needs this middle-aged candidate to fill the position of the Director of Marketing (Hunt 152). The candidate is still energetic and has many years before retirement. It would give the person enough time to acquaint with the company policies and procedures and be able to bring new ideas (Scullion and Collings 260).
It is important to view the abilities and experiences of candidates before hiring them. Marketing departments of any company have the most important duty of making the business grow and make an impact on the market. The appointing authority may not have all the answers as to which candidate is best suited for this department. But it is important that they find a suitable person for the job.
Works Cited
Ding, Min, Jehoshua Eliashberg, and Stefan Stremersch. Innovation and Marketing in the Pharmaceutical Industry. Print.
Hunt, Steven T. Hiring Success. San Francisco: Wiley, 2007. Print.
Scullion, Hugh, and David G Collings. Global Staffing. London: Routledge, 2006. Print.