Final answer:
Recruiting for high-level positions at Stagecoach should focus on candidates who understand the company's mission and possess relevant experience. Options include hiring internally for culture fit or externally for specialized skills, especially for the role overseeing international expansion.
Step-by-step explanation:
For Stagecoach, when restructuring the organization and developing two high-level positions, the most advantageous approach would be to recruit candidates who not only understand the company's mission and values but also possess a strong background in the areas they will be overseeing - marketing and international expansion. Hiring internally might benefit the company, as such candidates already understand the company culture and goals.
However, exploring external candidates can bring in fresh perspectives and specialized expertise which can be particularly valuable in international expansion. Aligning candidate selection with the company's strategic direction, including finding those with the necessary managerial experience, industry knowledge, and skills to drive growth, is essential.
Structured interviews and a meticulous selection process will aid in determining the ideal fit. The recruitment strategy can include outlining clear and measurable criteria for these roles, emphasizing the importance of long-term thinking, cultural alignment, and the ability to lead and adapt in rapidly changing environments. Furthermore, company directors can leverage their networks to identify potential candidates, given that having a personal understanding of an individual's business plans becomes less critical when the firm is already established.