Recruitment of a Star
Problem Statement:
Recruiting a new star analyst for RSH Research department in the semiconductor Industry domain while satisfying client, market and organizational expectations.
Introduction to Company
Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced with the problem of hiring a replacement for their star semi-conductor analyst, Peter Thomson. Star analysts willing to shift companies are difficult to find in the present market scenario. But Stephen Connor, director of research at the firm, with the help of Craig Robertson, a headhunter at Triple S, has managed to shortlist 3 worthy candidates with diverse profiles. Stephen was also approached by Anita Armstrong on behalf of a fourth candidate, Seth Horkum.
· RSH is strong in its Research Division.
· Stephen Connor, director of RSH, was worried over the departure of a star analyst performer in its semi – conductor area.
· RSH’s culture was built on team-oriented approach.
· Employee turnover was low.
The Star semi-conductor analyst has retired. The post is urgently in need of skilled analyst in the domain because of an upcoming deal with POWERCHIP Company.
The junior analyst, Rina was promoted to senior analyst as a stop-gap solution. But the Director had to come across a new person immediately. He creates a pool of eligible candidates – Gerald Baum, David Hughes, Sonia Metha and Seth Horkum.
Pre-screening of candidates was commenced by Director through Personal Interviews. Another series of interviews were conducted and feedbacks from their colleagues were taken. The information from the interviews and the feedbacks from the colleagues were used to create profiles on the four candidates.
Analysis of the situation:
1. SWOT
2. Individual(Candidate Analysis)
Strengths
· RSH’s culture was one of its prime competitive advantages.
· RSH had some of the best analysts working for it.
· It had great
Recruiting a new star analyst for RSH Research department in the semiconductor Industry domain while satisfying client, market and organizational expectations.
Introduction to Company
Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced with the problem of hiring a replacement for their star semi-conductor analyst, Peter Thomson. Star analysts willing to shift companies are difficult to find in the present market scenario. But Stephen Connor, director of research at the firm, with the help of Craig Robertson, a headhunter at Triple S, has managed to shortlist 3 worthy candidates with diverse profiles. Stephen was also approached by Anita Armstrong on behalf of a fourth candidate, Seth Horkum.
· RSH is strong in its Research Division.
· Stephen Connor, director of RSH, was worried over the departure of a star analyst performer in its semi – conductor area.
· RSH’s culture was built on team-oriented approach.
· Employee turnover was low.
The Star semi-conductor analyst has retired. The post is urgently in need of skilled analyst in the domain because of an upcoming deal with POWERCHIP Company.
The junior analyst, Rina was promoted to senior analyst as a stop-gap solution. But the Director had to come across a new person immediately. He creates a pool of eligible candidates – Gerald Baum, David Hughes, Sonia Metha and Seth Horkum.
Pre-screening of candidates was commenced by Director through Personal Interviews. Another series of interviews were conducted and feedbacks from their colleagues were taken. The information from the interviews and the feedbacks from the colleagues were used to create profiles on the four candidates.
Analysis of the situation:
1. SWOT
2. Individual(Candidate Analysis)
Strengths
· RSH’s culture was one of its prime competitive advantages.
· RSH had some of the best analysts working for it.
· It had great