Background/ Situation Analysis:
Jim Davis, the owner of The Davis Group, is facing a critical hiring
decision for the position of Account Director. His previous Account Director left for a competing agency,
and the major client, Parsons and Bramble (P&B), has set high expectations for the new hire. P&B
emphasizes the importance of diversity and is keen on a candidate who can bridge the gap between
their formal, conservative culture and the creative, liberal culture within Jim's agency. They also want
someone with extensive experience in packaged goods, retail, and marketing to women and children.
The agency itself has a lack of ethnic diversity, with only two people of color among the 75 employees.
This hiring opportunity presents a chance to address this issue.
Jim has two primary candidates, Richard Putnam, with 18 years of experience and an MBA, and Emily
Barna, with experience as a Senior Brand Manager and an MBA. A third candidate, Marcus Lattimore, is
less experienced but represents diversity.
Discussion of Alternatives:
1.
Richard Putnam:
Pros - Extensive experience, MBA, and well-suited for P&B's formal culture.
Cons - May not fit well with the creative team's culture and may not represent diversity.
2.
Emily Barna:
Pros - MBA and experience in managing a brand portfolio. Cons - May not align
with the laid-back agency culture, and her formal approach may not blend with the creative
team. She also lacks diversity.
3.
Marcus Lattimore:
Pros - Represents diversity, shows potential, and could potentially integrate
well with the creative team. Cons - Limited experience and may not fully meet P&B's
expectations.
Recommendations:
If forced to choose between Richard and Emily, Richard appears to be the better fit
for P&B's formal culture and extensive industry experience. However, the potential clash with the
creative team's culture should be addressed.
Considering the commitment to diversity, Marcus Lattimore should not be ruled out entirely. If there is
potential to provide mentorship, training, and opportunities for growth, Marcus could be considered for
a more junior role that aligns with his experience level. This would demonstrate a commitment to
diversity and long-term development.
Action Plan:
1.
Extend offers to both Richard and Emily, contingent on their ability to adapt and bridge the
cultural gap between P&B and the agency's creative team.
2.
Initiate a mentorship and training program for Marcus, potentially creating a junior role that
aligns with his experience.
3.
Foster an inclusive work environment by promoting diversity and actively addressing cultural
differences between account management and the creative team.
Contingency Plan:
If neither Richard nor Emily can effectively bridge the cultural gap or if they are not
open to adapting, a new search may be necessary. In the meantime, Marcus's development and
