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Recruitment of a star mdim
- 1. CASE ANALYSIS:CASE ANALYSIS: Recruitment of a STARRecruitment of a STAR Abhishek Singhal Karan Singh Kaushik Goswami Navneet Kaur Mathadu
- 2. Company Background • Rubin, Stern and Hertz (RHS)- investment banking firm. • Located in Wall Street, New York. • Corporate culture : open door policy, team work oriented.
- 3. Problem Faced • Star and the only semiconductor analyst, Peter Thompson, abruptly resigned • RSH has an upcoming deal with PowerChip company. • Stephen faced the task of finding a permanent replacement for Peter.
- 4. Dilemma • Should Stephen go for selecting the candidate from within the organization or go for external hiring???
- 5. Skills required for the job • Analytical skills and industry knowledge • Institutional Investor rankings • Client oriented service • Willingness to work in teams and guide junior analysts • Ability to build relations with sales force, traders • Access to upper management in company’s
- 6. Rina Shea David Hughes Gerald Baum Sonia Meetha Seth Horkum Familiar with organization culture Ranked 1st four times, 2nd five times and 3rd or runner-up for six times Highly enthusiastic in semiconductor industry Technical and sales background Close contact with Buy side Demonstrated continuous improvement in work Vast industry knowledge and rare interpersonal skills Ranked 11th within 18 months of joining Excellent writer Loyal to firm Good technical expertise Close client relations Exceptional work and client service Emphasizes on global markets Experienced in networking with sales and trading. Team player and excellent mentor Great skill set as what industry needs Dedicated towards career Dedication towards work Celebrity in Wall Street Maintains active travel schedules and replies promptly More emphasis on culture which is a key feature of RSH Highly confident to grow up in rankings
- 7. Person organization fit/ job fit • First candidate has to go through interview process in RSH • Headhunter • Prescreening • HR Interview round • Hiring decision • Candidates who are first-rate analysts, team-oriented and fit in well with the culture of organization is most preferable in the company
- 8. Profiling all 5 candidates in terms of 5 types of human capital Human capital Definition David Hughes Sonia Meetha Seth Horkum Reena Shea Gerald Baum General management Decision making, able to see larger picture, problem solving ability High Low High Low Low strategic skills Cost cut ability, Access to upper management in companies High Low Moderate Moderate Low Industry Specific vast knowledge of industry Very High Moderate Moderate High High Relationship Industry Connections & Ability to build relations with Sales force, traders, analyst and client & team player High (regarded as star in industry, which makes this easy) Moderate High Moderate Moderate Company specific Knowledge Detail knowledge of process & its procedure High Moderate High Low Moderate
- 9. Conclusion • David Hughes & Seth Horkum are the most appropriate candidates for the position as the portability of transferable & nontransferable human capital is pity well as compared to others. • Among Seth and David, we feel Seth should be recruited because though David’s experience cannot be discounted, but if we see from the long term prospects of the organization it should consider hiring a younger talent.