LEADING TALENT IN ORGANIZATIONS

(MBSA 1623)
LECTURER: DR. ROSSILAH JAMIL

Case Analysis:
Recruitment of a Star

PREPARED BY:
INDIRAN
CHONG KUEN SOON
MOHD. FAIZAL
CHIA WI PAEW
LEE YEW HOONG

Recruitment of a

Outline
1. Executive Summary
Q1) Analyse the company & industry

2. Issues in the Case Study

Problem Statements
Q2) Whom Should Stephen Connor hire & Why

3. Identify & Forecast Critical Factors

Q3) Evaluate the selection & hiring process at RSH.
Q3) What changes, if any do you recommend.

4. Evaluate & Choose Best Alternatives

Q4) Imagine yourself in the place of each the candidates.
Q4) What strengths would you bring to light during the interview
Q4) How would you distinguish yourself from the other candidates.

5. Recommendation & Alternatives to Decision

The Theory of Hiring Lou Adler ( From the book : The Essential Guide for Hiring & Getting Hired)

1. Executive Summary

H
o
w

Who
Peter
Thompson,
Stephen
Connor,
Tom
Walters,
Rina Shea,
Craig
Robertson,
David
Hughes,
Gerald
Baum,
Sonia
Meetha,
Anita
Armstrong,
Seth
Horkum.

Wh
at
H
R
M

Recru
itmen
t of a
Star

Whe
n
Pow
er
Chi
p

Wher
e
NYs
IBF

RS
Why
H
analyst

(Peter
Thompson)
resigned
Without
notice
Join
competitor
Director of
Research
(Stephen
Connor)
seeking new
replacement

Company Analysis
Rubin, Stern & Hertz
Renowned Investment Institutional in The Big
Apple
Strong Cooperate Culture Low Turnover
Open-door policies
Individual performance tied to group performance

foster team work and support within team

members
Provides continuous career development options

workshops, and trainings

analysts analytical skills, writing skills

Strength

Weakness

Strong Work culture

Team work
Open-door policies
Group
achievement as
KPI
Continuous career
development

Limited
headcounts
One senior for
each industry
Outsourced HR

Opportunity

Threat

SWO
T

Power Chip deal

Competitors of
RSH poach
talent of RSH
Heavily depend
on senior-star
analyst

Retail
Bank

Manage monetary
capital from
individuals and
frms.(Takes
deposit)

Investmen
t Bank

Financial Institute

(ordinance that provide fnancial

services)

Industry Analysis

assist individuals
and corporation
and governments
in raising funds in
capital market.

Mortgages
Savings/Current
Debit/Credit Cards

Buy-Side ( investment
management)
Provisions advice to
institute that buy
investment service.
Mutual Funds,
Hedge Funds,
Pension Funds,
Private Equity,
Venture Capital
Funds of Funds,
Insurance,
Sovereigns Funds,
Endowments and
Foundation.

Loan
Personal
Commercial

Sell-side (Investment Banking)

Trade securities for cash or
other securities
Research,
trading & brokerage,
Issuance & placement,
M&A,
new structures
Financing.

2. Issues in the Case Study

1) Why did Peter Thomson take the decision to move without notice despite the proclaimed culture in the reputable
firm RSH
2) Why did Stephen allow this to happen despite being hinted that Peter is uncomfortable and is looking for
opportunities elsewhere?
3) Did Craig deliver potential good candidates or did he just grab the one from the II rank to satisfy Stephen rush
request
4) What is the competitive advantage of this candidates comparable to and internal transfer or promotion? What is
the sunk cost of hiring new candidates?
5) How effective is the hiring process which Stephen follows?
6) What is the implication if the new hire failed to deliver Stephen expectation, and how could Stephen avoid this?
7) Whom should Stephen hire and Why ?
8) What are the strengths and weakness of each candidate
9) What is lacking in the current hiring process and what could have been done better.

Whom should Stephen Connor hire?

Why?
Seth Horkum as he meet most of the requirement for the position.
Has an experience as a sell-side analyst & also a great stock
picker
Currently is at number 5(Runner Up) in Institutional Investor
Rank
Close contact and working experience with PowerChip
Long-term commitment to show loyalty and dependency
Has good communication with buy-side and companies
Hardworking person, not calculative in taking extra jobs
Has a good relationship with clients, good accessibility and quick
response to customers

Whom should Stephen Connor hire? Why?

(Cont.)
Approached Anita Armstrong to get the job at RSH
Can conclude that he is eager to join RSH
- He is interested to work in RSH

Did not ask for compensation and interested to know about

RSH
Intelligent, enthusiastic, team oriented and motivated

3. Identify & Forecast Critical Factors

Selection and Hiring Processes at RSH

What Stephen Looking for:

Team oriented and willing guide junior analysts

Ability to build relations with sales force and traders
Motivated and independent
Experience & personality
Loyalty
Confdence
Star Power
Communication skills
Superior analytical and research skills
Industry knowledge
Good relationship and service with customers
Access to upper level management

Selection & Hiring Processes (Cont.)

Corporate Policy, Job
Engage a
Description, PreRecruiter/Headhu
nter
qualifcation
Pre-Screen Communicate with subordinates,
the
information security, bias in the
Candidates
process, emotional qualifcation

Unstructured/informal meeting
Conducts First
with individuals and have a
Interview
frank discussion, Q&A at
restaurant/caf
Unstructured, cant
Conducts Second
make hiring
Interview
decision
Make Decision and
Hiring
Candidate who are frst-rate
analysts, team oriented and ft in
well with the RSHs culture is most

Recommendation:
Assigned a virtual task/project to test their capability.
Organize a debating session among the candidates.
Debate on: Why should you (the candidate) be hired but not others?
Evaluate how well you are ft with this position and what are the weakness of
others candidate?
Upon the debating, RSHs management should be able to judge on each of the
candidates capability, attitude, intelligent and negotiation skills.

Evaluate & Choose Best Alternatives

Q4) Imagine yourself in the place of
each the candidates.
Q4) What strengths would you bring
to light during the interview
Q4) How would you distinguish
yourself from the other candidates.

Gerald Baum:
Strengths and Distinguishing Points
Strengths:
Superior intelligent - great stock picker, ranked at 11th in 18
months, with good academic background and good skills
Broad experience - has research background, worked in large
institutions and electronic industry
Highly enthusiastic - still perform despite sharing the assistants and
working with below average junior analyst
Good communication skills - clients would move with him for
exceptional services
Highly motivated - interested in exciting environment rather than
remains static

Gerald Baum:
Strengths and Distinguishing Points (cont)
Distinguishing Points:
I will highlight my vast experience in the industry and extraordinary
achievements, with the capabilities and competencies that I have, I am the
right candidate to replace Peters position in RSH.
As long as RSH provides me with exciting and innovative environment, I am
ready to suit with RSH organization culture.
I need RSH to achieve higher ranking in II, RSH also needs me to remains
competitively advantage in the industry
I only request for a dedicated and competent team in RSH. Once I am
accepted, then I will guarantee success as research and innovative
environment in RSH excite me.
My track records and client evaluations prove that I am capable of achieve it.

David Hughes:
Strengths and Distinguishing Points
Strengths:
Highly experienced 22 years of experience as semiconductor analysts.
Vast industry knowledge - razor-sharp mind and rare interpersonal skills.
Celebrity in Wall Street Ranked 1st four times, 2nd fve times and 3rd or
runner-up for six times.
Large client base Expand the client base on his reputation in the
industry.
Excellent mentor team player and enthusiast to share his skills,
knowledge and expertise with junior members.
Loyalty Been with Spensers and Company for 15 years.

David Hughes:
Strengths and Distinguish (cont)
Distinguish Points:
I will let Stephen know that my recent slow down was due to
growing bored at current company and looking for new challenges.
I will convince Stephen that my maturity is an advantage because
my experience makes me an expert problem-solver and make
better judgments.
I am able to deal with people of all ages and backgrounds, difficult
clients are less likely to make me upset.
I will show my passion in mentoring the junior members
Propose a plan to bring up a rank II from junior members within frst 2 years of
joining RSH.

Seth Horkum:
Strengths and Distinguish
Strengths:
Punctual reached restaurant before Stephen arrived
Extremely intelligent, enthusiastic and motivated great stockpicker, ranked II runner-up, worked long hours (12-16 hrs a day)

Accessibility & Responsiveness answer phone call and reply email

promptly, willing travel on short notice.

Loyalty been with Jefferson Brothers for 15 years.

Strong connections at PowerChip close contact with buy side,
networking skills

Friendly/likeable praising & testimonials from clients, feedback from frm

Seth Horkum:
Strengths and Distinguish (cont)
Distinguish Points:
Ill highlight the connections with high-level management at
PowerChip and Im the best person in handling the PowerChip deal.
Showing my previous record/portfolio on how successful of stock
picks. Good stock picker is hard to fnd.
I need RSH as a platform to achieve higher ranking; while RSH need
a Star.
Make a deal with Stephen for 1 year contract, if my performance is
below expectation, RSH could terminate my contract after 1 year.
Otherwise, convert me to permanent.
Im confdence to achieve higher ranking and Ill return such
dedication with an equal commitment to the frm.

Sonia Meetha:
Strengths
BEHAVIORAL TRAITS

SKILLS

Motivated overachiever

Good stock picker

Team oriented

Good client service

Committed/Hard worker

Communication skills

Intelligent

Superior analytical/research
skills

Enthusiastic
Confident

Industry & global markets

knowledge

Sonia Meetha:
Strengths
Strengths:
Recognized as up-and-comer by II
Technical and sales background
Excellent writer
Emphasizes on global markets
Dedicated towards career
Emphasis on culture which is a key feature of RSH
Have connection with CEOs of some major company

Sonia Meetha:
Distinguish Points
I will ask Stephen what type of senior analyst he want to hire then I will
point out all the strength I have and the excellent job I did in WHS.
I will share out my technical research and sales experience background and
with both it helps in communicate and fast respond to clients. As an
excellent writer to give the quality report to clients.
I will point out I had honored with an up & comer ranking from Institutional
Investor with sharing junior analyst.
I will point out the value I can give to RSH example the global focus in
semiconductor industry.
I will show my interest to work in RSH by point out the work culture in RSH
and I am ft in the team.

A great career move should provide at least a

30% non-monetary increase.

Create performancebased job descriptions to

hire more highly engaged
employees by screening
and assessing
people based on their past
performance and
motivation

big
job

the mix
is more
personall
y
satisfying

there is
more longterm upside