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Recruitment of a star (harvard case study)

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Recruitment of a star (harvard case study)

  1. 1.
  2. 2. RECRUITMENT OF A STAR<br />BY: THAWBAN BAIG<br />
  3. 3. INTRODUCING RSH’S RESEARCH DEPARTMENT.<br /><ul><li>RSH IS STRONG IN ITS RESEARCH DIVISION.
  4. 4. STEPHEN CONNOR, DIRECTOR OF RESEARCH AT RSH FIRM.</li></li></ul><li>INTRODUCING RSH’S RESEARCH DEPARTMENT (cont…)<br /><ul><li>RSH TYPE COMPANIES HAS SELL SIDE RESEARCH ANALYSTS.
  5. 5. BASED ON THE RESEARCH OF SELL SIDERS, OTHER ANALYSTS WRITE REPORTS</li></li></ul><li>INTRODUCING RSH’S RESEARCH DEPARTMENT (cont…)<br /><ul><li> SELL SIDE ANALYSTS COVER ANYWHERE FROM 18-20 COMPANIES WITHIN THEIR INDUSTRY
  6. 6. SELL SIDE ANALYSTS ALSO SERVE AS ONE SOURCE OF INFORMATION FOR BUY-SIDE ANALYSTS</li></li></ul><li>INTRODUCING RSH’S RESEARCH DEPARTMENT (cont…)<br /><ul><li> THE CULTURE OF RSH’S RESEARCH DEPARTMENT WAS BASED ON TEAM WORK.
  7. 7. EMPLOYEES TURNOVER WAS VERY LOW.</li></li></ul><li>INTRODUCING CASE<br /><ul><li>DIRECTOR OF RESEARCH IS IN TROUBLE.
  8. 8. RESIGNITION OF THE SEMI CONDUCTOR ANALYST.
  9. 9. A SEMI-CONDUCTOR ANALYST IS STRONGLY NEEDED BECAUSE OF AN UPCOMING DEAL WITH THE POWERCHIP COMPANY.</li></li></ul><li>INTRODUCING CASE (cont…)<br /><ul><li> JUNIOR ANALYST WAS WORKIN INORDER TO COVER THE POWERCHIP DEAL.
  10. 10. RECRUITERS WERE ENGAGED BY THE DIRECTOR.</li></li></ul><li>INTRODUCING CASE (cont…)<br /><ul><li> RECRUITERS SEND RESUMES OF CANDIDATES TO STEPHEN.
  11. 11. STEPHEN WANTS TO CREATE A BIG POOL OF CANDIDATES</li></li></ul><li>INTRODUCING CASE (cont…)<br /><ul><li> PRE-SCREENING OF CANDIDATES WAS STARTED BY THE DIRECTOR.
  12. 12. DIRECTOR INTERVIEWED THE CANDIDATES INDIVIDUALLY.</li></li></ul><li>CLASS PARTICIPATION<br />(CP)<br />
  13. 13. HIRING PROCESS INITIATED BY RSH<br /> REASONS FOR HIRING PROCESS<br /><ul><li> RESIGNATION OF PETER THOMPSON
  14. 14. UPCOMING DEAL WITH POWERCHIP COMPANY</li></ul> STEPHEN WANTS A PERMANENT EMPLOYEE.<br /><ul><li>HE STARTED SEARCHING CANDIDATES
  15. 15. RECRUITERS WERE ENGAGED</li></li></ul><li>HIRING PROCESS INITIATED BY RSH (Cont…)<br /> RECRUITERS SENT THE RESUMES OF THE CANDIDATES<br /> HE WAS SHARING THE PROBLEM WITH PEOPLE IN HIS DEPARTMENT <br />
  16. 16. HIRING PROCESS INITIATED BY RSH (Cont…)<br />STEPHEN STARTED PRE-SCREENING<br />STEPHEN INTERVIEWED ALL OF THE CANDIDATES<br />
  17. 17. HIRING PROCESS INITIATED BY RSH (Cont…)<br /> INTERVIEW SESSION<br /><ul><li> MEETINGS WITH INDIVIDUALS
  18. 18. FRANK DISCUSSION WITH INDIVIDUALS
  19. 19. RANDOM QUESTIONS WERE ASKED BY THE DIRECTOR</li></li></ul><li>CONCLUSION<br />
  20. 20. PROPOSED CANDIDATE FOR HIRING<br /> DAVID HUGHES, SETH HORKUM, SONIA METHA, GERALD BAUM<br /> WE HIRE SETH HORKUM AS A SENIOR SEMI-CONDUCTOR RESEARCH ANALYST<br />
  21. 21. REASONS FOR HIRING SETH HORKUM<br /> HE IS VERY PUNCTUAL (ARRIVED BEFORE STEPHEN)<br /> COVERED THE MAJOR STOCKS AT JEFFERSONS (HIS OLD COMPANY)<br /> HE WAS MOTIVATED, DEDICATED TO HIS WORK<br />
  22. 22. REASONS FOR HIRING SETH HORKUM<br /> CLIENT ORIENTED<br /> RELATIONSHIPS WITH THE TOP MANAGEMENT<br /> LOYAL(STAYED AT HIS OLD FIRM FOR ALMOST 15 YEARS)<br />
  23. 23. REASONS FOR HIRING SETH HORKUM<br /> HE DID NOT ASK FOR COMPENSATION<br />HE WAS INTERESTED TO KNOW ABOUT RSH<br />II RUNNER UP BECAUSE OF HIS STOCKS<br />
  24. 24. JOB PROFILE<br />
  25. 25. JOB PROFILE <br />TITLE: SENIOR SEMI-CONDUCTOR ANALYST<br />DUTIES: STOCK PICKING, REPORT WRITING<br />CONTEXT: BASED ON TEAM WORK, SENIOR ANALYSTS MENTORED JUNIOR ANALYSTS<br />
  26. 26. JOB PROFILE <br />EDUCATION AND EXPERIENCE: WELL EDUCATED ND EXPERIENCED CANDIDATES WERE REQUIRED<br /> INTELLECTUAL CAPABILITIES: WRITING SKILLS, DECISION MAKING, PRESENTATION SKILLS, ANALYTICAL SKILLS<br />
  27. 27. JOB PROFILE <br />PERSONALITY: PUNCTUAL, CO-OPERATIVE, MOTIVATED, CLIENT ORIENTED<br />MOTIVATIONAL CHARACTERISTICS: MENTOR, LEADERSHIP SKILLS, FEEDBACK<br />
  28. 28. CONCLUSION<br />
  29. 29. WHY NOT RINA?<br /> JUNIOR ANALYST<br />UNEXPERIENCED<br />DID NOT HAVE ANY CONTACTS WITH THE TOP MANAGEMENT OF DIFFERENT COMPANIES<br />
  30. 30. WHY NOT RINA?<br /> STEPHEN WAS NOT SATISFIED WITH HER<br /> SHE MOSTLY RELY ON THE ADVICES OF SENIOR ANALYSTS<br /> SHE WAS NOT RECOGNISED IN THE RANKING OF INSTITUTIONAL INVESTORS MAGAZINE<br /> SHE HAD NO EXPERIENCE IN STOCK PICKING<br />
  31. 31. CONCLUSION<br />
  32. 32. THANK YOU!<br />

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