Professional Documents
Culture Documents
RECRUITMENT OF A STAR
Problem Statement:
Which candidate should Stephen Connor, the director of research at RSH, select from the given pool of prospective
candidates to replace the position of Peter Thompson, the star semi-conductor analyst, who had submitted his resignation.
External Analysis:
Factors
Political
Economic
Institutional
ranking
Socio-Cultural
Technological
Legal
Impact
Environmental
Internal Analysis
Investor(II)
magazine
N.A
Weakness
Opportunity
Threats
Weakness
Opportunity
Threats
Strength
Star analyst
Incredibly intelligent
Superior analytical skills
Achiever-Go getter-proactive
Workaholic-precision work
In depth industry knowledge
Good stock-picker and writer
Weakness
Lone worker
Extremely competitive
Made others uncomfortable
Motivated by money
Shenanigans
Opportunity
Threats
Weakness
Opportunity
Aged
Travelling will be a problem
Not tech savvy
Relies heavily on assistants
Prefers family to work
Requires a contract guaranteeing compensation
for at least 2 years
Threats
Strength
Weakness
Opportunity
Threats
At times cocky
History of jumping companies
Weakness
Mentioned by II as an Up-and-comer
8th rank in II
In depth industry knowledge
Good communication skills
Tech-savvy and long term industry vision
Punctual
Opportunity
Threats
Strength
Weakness
Ranked 5th by II
Brilliant stock-picker
Highly enthusiastic for research
Congenial personality
Impressive quality of work
Opportunity
Threats
Weakness
Hard working
Strong interest for Semiconductor field
Three years work experience at RSH
Highly qualified
Business savvy
Opportunity
Promotion opportunity
Fully up to date on Powerchip project
Threats
Factors:
Organizational commitment and ability to work effectively with Sales force, traders and buy side helps to
Willingness to work in teams and mentor junior analysts goes a long way in the growth of the firm.
Proactive mentality helps to take on additional projects.
Technical expertise helps to tap the industry growth sectors properly and attract prospective clients.
Industry knowledge is of upmost importance for picking stock and writing proper reports.
II rankings are the benchmarks that showcase the talent and worth of any analyst.
Client oriented approach and customer centric focus is a key to future growth opportunities.
Stock selection differentiates a true star analyst from the rest.
Willingness to travel and meeting up with clients, sales and buyer teams regularly was a part of the job.
Industry connections and contacts have a big impact on the firms trading commission revenue.
Writing reports is an integral part of the job description.
Punctuality was a trait that Spencer truly valued, as the job profile required traveling and meeting up
with clients and sales and buyer teams regularly.
Key Factors:
Critical Factors
David Hughes
Gerald Baum
Sonia Meetha
Seth Horkum
Rina Shea
11
---
Technical expertise
Very High
High
High
High
Low
Organizational commitment
Moderate
Low
High
High
High
Very High
High
High
High
Low
Moderate
High
Low
High
Moderate
Moderate
Low
High
Moderate
High
High
High
High
High
Very High
Moderate
High
High
Moderate
Moderate
II Ranking
Willingness to travel
Willingness to work in teams
and guide junior analysts
Writing of Reports
Stock Selection
Constraints
Shortage of time:
Stephen Connor is not given adequate time to select the right candidate for the post of Senior analyst. The
upcoming Power chip proposal is an important project for RSH and thus there is not enough time to
consider other options.
Compatibility with Sales team and other employees:
The new senior analyst should quickly jell with the Sales team and other employees to effectively
function.
The highest-profile personnel have been shuffling firms lately in the industry:
The semiconductor business had been cyclical from the beginning, with constant rise and fall in growth
patterns. There was a lot of unwillingness or/and abrupt changes in the senior level designations in the
industry. There is thus a limited choice of prospective candidates for the post.
contract.
2. Selection of Gerald Baum:
Adv.: Has impressive professional traits and the technical fit for the analyst profile is high.
Dis-Adv.: Low dedication towards the former employer.
tough boss to work under
Adv.: No time delay in onboarding. Already accustomed to RSH work habits and sales team.
Dis-Adv.: Not acceptable to certain members of top management. Fairly inexperienced to handle senior analyst post.
6. Try to bring back Peter Thompson by some means:
Adv.: Already established star analyst and familiar with RSH working environment.
Dis-Adv.: Might cause uneasiness to present employees. May have to pay a huge compensation.
7. Pull data from II rankings and Greenwich Associates and search for more prospective candidates:
Adv.: May have access to candidates with better credentials than those suggested by Triple S and Clifford Associates.
Dis-Adv.: Shortage of time. Have to make a quick decision due to the upcoming proposal.
8. Request Triple S or Clifford Associates for more prospective candidates:
Adv.: May have access to more candidates with better credentials.
Dis-Adv.: Shortage of time. Have to make a quick decision due to the upcoming proposal.
9. Bring over someone from one of the buy-side firms:
Adv.: Follow the same stocks as RSH analysts, perform detailed analyses, write internal reports and interact with
portfolio managers regularly.
Dis-Adv.: No sales-skills and industry knowledge. Unacceptable to certain RSH senior analysts.
10. Selection of David Hughes as Senior analyst and Rena Shea as deputy Senior analyst:
Adv.: Using the excellent combination of Davis Hughes industrial expertise and reach with the assistance of Rena.
Rena can effectively take care of the shortcomings that David may have like travelling and age related difficulties. In
the long term, Rena is trained to takeover Davids position when he chooses to resign.
Dis-adv.: Creation of a new post of deputy senior analyst for Rena and marginal increase in costs.
Recommendation
Keeping in mind the best interests of the firm and professional and personal traits required as per Stephen Connor, our
Group suggests Option 10, using the excellent combination of Davis Hughes industrial expertise, reach ans razor
sharp acumen with the assistance of Rina.
Rena can effectively take care of the shortcomings that David may have like travelling, technological approach and
Critical Factors
David Hughes
Rina Shea
---
Technical expertise
Very High
Low
Organizational commitment
Moderate
High
Very High
Low
Moderate
High
Moderate-High
High
High
High
Moderate
Moderate
II Ranking
Willingness to travel
Willingness to work in teams and guide junior
analysts
Writing of Reports
Stock Selection
age related difficulties. In the long term, Rina is trained to takeover Davids position when he chooses to resign.
David and Rena will effectively be able to mentor junior analysts. David can guide and enable Rina to make the
necessary stock pickings and report writings even if there is any Family urgency. This option would also enable Rina
to enter and then climb up the II ratings. Thus in the long term, RSH would have two star analysts. This would
enable better branding and growth opportunities.
On observing the above factor table, we can clearly see that the shortcomings of both the analysts are complementary.
Making best use of both the analysts knowledge, contact, and influence can positively contribute to RSHs long term
growth. The long term benefits over weigh the cost factor of appointing two analysts.