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Recruitment of a star

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Prerna Mishra
Prerna Mishra

RSH, an investment banking firm, needs to replace its top semiconductor analyst Peter Thompson who resigned. Stephen Connor must decide whether to promote Peter's junior analyst Rina Shea internally or hire an outside candidate. Several candidates are considered including Gerald Baum, David Hughes, Sonia Meetha, Seth Horkum, and Rina Shea. Each candidate is evaluated based on their experience, skills, reputation, and fit with RSH's culture.

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RECRUITMENT OF A STAR P r e s e n t e d B y : S r i k a n t h A s h w i n R i s h a b h M i t t a l P r e r n a S a b r i n a G u p t a P r i t h v i r a j D a s g u p t a
About the Company Rubin, Stern and Hertz is an investment banking firm in New York. Promotes teamwork and has a learning and supportive environment. Low turnover rate because of the selective hiring process. RSHs culture is one of its prime competitive advantages.
Case Overview Stephen Connor: Director of Research Peter Thompson: STAR and only semiconductor analyst at RSH; announced resignation after receiving an offer from one of RSHs competitors Rina Shea: Peters junior analyst; temporary replacement for Peter Stephens options: Replace Peter with an outside hire or promote Rina from within the company Upcoming deal with Powerchip
MUST HAVES IN THE NEW CANDIDATE Industry knowledge with rich experience Good analytical skills Good writing and presentation skills Client oriented Team player Good stock picker Gels well with the culture of RHS
CHOICE OF CANDIDATES
Gerald Baum David Hughes Sonia Meetha Seth Horkum Rina Shea Craig Robertson Anita Armstrong Internal Sources
JOB REQUIREMEN TS MATRIX
Characteristics of Job Characteristics of Worker Job Duty Tasks Relative Importance of Job Duty % Relative Time Spent % Competency or KSAO Importance of KSAO or Competency to Task Performance (1=Low, 10=High, E=Essential) Analysts Monitor markets or positions Identify opportunities or develop channels for purchase or sale of securities or commodities Track and analyze factors that affect price movement, such as trade policies, weather conditions, political developments, or supply and demand changes. 100 100 Stock pickers Knowledge: Economics and accounting Computers and electronics Skills: Communications skills Decision Making skills Analytical skills Abilities: Mathematical abilities Inductive and deductive reasoning Others 8 9E 8E 8.2 9.5E 7.75 7.5 8.15
WHICH CANDIDATE TO HIRE?
GERALD BAUM GOTZ AND LOEB Ranked 11th in Institutional Investor magazine within 18 months of joining Exceptional work and client service Great skill set as to what the industry needs. Great stock picking skills Maintains active travel schedules and replies promptly Good client contacts Jumped around a lot from firm to firm Too cocky Treats staff terribly Expresses too much negativity Seems too interested in compensation Late to his lunch with Stephen and was unapologetic about it. This shows his uncaring and callous behaviour. 10 PROS CONS
DAVID HUGHES SPENSERS Ranked 2nd in Institutional Investor magazine Highly experienced with superior industrial knowledge Great skill set as to what the industry needs. Great stock picking skills A lot of name recognition- practically a celebrity Good personality and confident Fantastic mentor Some clients felt that he was past his prime He might not be able to adapt to technological changes and work in a high paced environment. 11 PROS CONS
SONIA MEETHA Welsh, Harrison and Smith Ranked 8th in Institutional Investor magazine Technical and Sales background Emphasizes on global markets Dedicated towards career Excellent writer Reliable and hardworking Contacts with CEOs & Divisional Managers Comes from a small firm Not keen on traveling PROS CONS
SETH HORKUM Jefferson Brothers Ranked 5th in Institutional Investor magazine Close contact with buy side Loyal & Enthusisatic Experienced Contacts with Powerchip Congenial personality Has a strategic plan to achieve top rankings Eager to please Potential to be misused PROS CONS
RINA SHEA INTERNAL (RHS) Familiar with the organization culture Has worked with Peter before Lacks decision making Has not proved herself to be a STAR material PROS CONS
THANK YOU Name Phone Email Website

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Recruitment of a star

  • 1. RECRUITMENT OF A STAR P r e s e n t e d B y : S r i k a n t h A s h w i n R i s h a b h M i t t a l P r e r n a S a b r i n a G u p t a P r i t h v i r a j D a s g u p t a
  • 2. About the Company Rubin, Stern and Hertz is an investment banking firm in New York. Promotes teamwork and has a learning and supportive environment. Low turnover rate because of the selective hiring process. RSHs culture is one of its prime competitive advantages.
  • 3. Case Overview Stephen Connor: Director of Research Peter Thompson: STAR and only semiconductor analyst at RSH; announced resignation after receiving an offer from one of RSHs competitors Rina Shea: Peters junior analyst; temporary replacement for Peter Stephens options: Replace Peter with an outside hire or promote Rina from within the company Upcoming deal with Powerchip
  • 4. MUST HAVES IN THE NEW CANDIDATE Industry knowledge with rich experience Good analytical skills Good writing and presentation skills Client oriented Team player Good stock picker Gels well with the culture of RHS
  • 6. Gerald Baum David Hughes Sonia Meetha Seth Horkum Rina Shea Craig Robertson Anita Armstrong Internal Sources
  • 8. Characteristics of Job Characteristics of Worker Job Duty Tasks Relative Importance of Job Duty % Relative Time Spent % Competency or KSAO Importance of KSAO or Competency to Task Performance (1=Low, 10=High, E=Essential) Analysts Monitor markets or positions Identify opportunities or develop channels for purchase or sale of securities or commodities Track and analyze factors that affect price movement, such as trade policies, weather conditions, political developments, or supply and demand changes. 100 100 Stock pickers Knowledge: Economics and accounting Computers and electronics Skills: Communications skills Decision Making skills Analytical skills Abilities: Mathematical abilities Inductive and deductive reasoning Others 8 9E 8E 8.2 9.5E 7.75 7.5 8.15
  • 10. GERALD BAUM GOTZ AND LOEB Ranked 11th in Institutional Investor magazine within 18 months of joining Exceptional work and client service Great skill set as to what the industry needs. Great stock picking skills Maintains active travel schedules and replies promptly Good client contacts Jumped around a lot from firm to firm Too cocky Treats staff terribly Expresses too much negativity Seems too interested in compensation Late to his lunch with Stephen and was unapologetic about it. This shows his uncaring and callous behaviour. 10 PROS CONS
  • 11. DAVID HUGHES SPENSERS Ranked 2nd in Institutional Investor magazine Highly experienced with superior industrial knowledge Great skill set as to what the industry needs. Great stock picking skills A lot of name recognition- practically a celebrity Good personality and confident Fantastic mentor Some clients felt that he was past his prime He might not be able to adapt to technological changes and work in a high paced environment. 11 PROS CONS
  • 12. SONIA MEETHA Welsh, Harrison and Smith Ranked 8th in Institutional Investor magazine Technical and Sales background Emphasizes on global markets Dedicated towards career Excellent writer Reliable and hardworking Contacts with CEOs & Divisional Managers Comes from a small firm Not keen on traveling PROS CONS
  • 13. SETH HORKUM Jefferson Brothers Ranked 5th in Institutional Investor magazine Close contact with buy side Loyal & Enthusisatic Experienced Contacts with Powerchip Congenial personality Has a strategic plan to achieve top rankings Eager to please Potential to be misused PROS CONS
  • 14. RINA SHEA INTERNAL (RHS) Familiar with the organization culture Has worked with Peter before Lacks decision making Has not proved herself to be a STAR material PROS CONS