With ongoing unrest in Israel, it would be necessary to have a candidate who would be able to conduct sensitive transactions with Israel government (Roof and Bakhtiari 137). This, therefore, calls for a candidate with a strong sense of politics. Additionally, with such a sensitive working environment in Israel, the candidate should also possess an ability to make decisions and be able to adapt to new challenges (Roof and Bakhtiari 137). Moreover, the candidate must have innovative skills with an ability to bring technical ideas to BRB. The difficult tasks for Conner and O’ Leary involve coming up with the right person for the job.
Firstly, this is because they have to have somebody who would ensure successful business operations in Israel. This is the primary consideration they have to make. Secondly, the person they recruit could jeopardize their own job if they come up with the incompetent person (Roof and Bakhtiari 138). As such, Human Resources managers should know the potential employee’ s religion, marital status, gender, experience, and competence (Roof and Bakhtiari 138). In this regard, Human Resources managers should be more attentive, mindful, and rigorous while choosing the right person.
This is so because this will not only display their ability to steer head the company’ s operations but also pick the right person for the job. It seems in Conner’ s set, the second candidate, Robert Kyle, would be the most suitable one to operate in Israel, taking into account his electronic radar knowledge along with his international experience. Another plus of Kyle is gaining the confidence of CEO, Liefeld. Although Conner hesitates to introduce Kyle due to his lack of Israel culture and language, he could be trained in both Intercultural and language pieces of training before heading there.
Moreover, Kyle had strong management skills and was highly respected both in the organization and in the industry (Roof and Bakhtiari 138). He has also education qualifications with Ph. D. in electrical engineering.
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