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.