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
1. Issues in the Case Study
 Problem Statements
 Q2) Whom Should Stephen Connor hire & Why
1. Identify & Forecast Critical Factors
 Q3) Evaluate the selection & hiring process at RSH.
 Q3) What changes, if any do you recommend.
1. 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.
1. Recommendation & Alternatives to Decision
 The Theory of Hiring – Lou Adler ( From the book : The Essential Guide for Hiring & Getting Hired)
1. Executive Summary
 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
SWOT
• Provides continuous career development options
• workshops, and trainings
• analysts analytical skills, writing skills
,communication skills
Industry Analysis
 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
• Confidence
• 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.’)

Candidate who are first-rate analysts,

team oriented and fit in well with the
RSH’s culture is most preferable.
 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 fit with this position and what are the weakness of others
candidate?
• Upon the debating, RSH’s management should be able to judge on each of the
candidate’s 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 Peter’s 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 five 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 Spenser’s 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 hoping 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 judgement.
• 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 first 2 years of joining
RSH.
 Seth Horkum:
Strengths and Distinguish
Strengths:
• Punctual – reached restaurant before Stephen arrived
• Extremely intelligent, enthusiastic and motivated – great stock- picker, 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 firm
 Seth Horkum:
Strengths and Distinguish (cont’)
Distinguish Points:
• I’ll highlight the connections with high-level management at PowerChip and
I’m 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 find.
• 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.
• I’m confidence to achieve higher ranking and I’ll return such dedication with
an equal commitment to the firm.
 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 •Industry & global markets knowledge

•Confident
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
fit in the team.
 Recommendation & Alternatives to Decision

The Theory of Hiring

Summarizes how human nature causes people to make bad career decision
• When negatives of any job outweighs the positive, people start looking
• The magnitude of these differences determines how active they look for new jobs
• People accept jobs when positive outweighs the negatives
• Most people overvalue the short-term positives when changing jobs, as a result, take jobs for
the wrong reason
• Companies reinforce this wrong choice by screening candidates on the wrong criteria,
emphasizing the short-term positives and force-fitting people into ill defined jobs
• Hiring managers need to fully understand the job scope and has to invest the time necessary to
do it right, to
 A great career move should provide at least a 30%
non-monetary increase.

•This consists of job stretch

(big job),
•job satisfaction (the mix is
more personally
satisfying) and
•job growth (there is more
long-term upside).