CASE ANALYSIS: CASE ANALYSIS: Recruitment of a STAR Recruitment of a STAR
Abhishek SinghalKaran Singh
Kaushik GoswamiNavneet Kaur Mathadu
Company Background
• Rubin, Stern and Hertz (RHS)- investment banking firm.
• Located in Wall Street, New York.• Corporate culture : open door policy,
team work oriented.
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.
Dilemma
• Should Stephen go for selecting the candidate from within the organization or go for external hiring???
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
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
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
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 specificKnowledge
Detail knowledge of process & its procedure
High Moderate High Low Moderate
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.