Organizational Behaviour and

Managing People - Assignment

NADYA ANDHANY – 29322028
Recruitment of a Star
The case follows Stephen Connor, the director of research in RSH Consulting, in the
wake of a resignment from one of his star senior analysts and his journey to find a replacement.
RSH Consulting is a consulting firm that specializes in providing strategic advice and
management consulting services to clients in various industries. RSH Consulting has a strong
reputation for quality work and a culture of teamwork and collaboration.
Facing the recruitment problem, Stephen Connor has 5 options; hire another star
candidate, promote a junior analyst (Rina Shea), hire senior analyst from regional firm, hire from
buy-side firms, or hire newcomers. The recruitment criterias are the recruit must fit with the
company culture, and is a star senior analyst, preferably one that has ranked in II, and must
excell at the following competences: intelegent, analytical skills, acheivement drive, detail
orientation, teamwork and leadership, collaborative relationship and building bonds,
communication skills (negotioation, presentation, written), customer focus, and industry
knowledge.
In searching for the right fit, Connor worked with 2 headhunters: Craig Robertson and
Anita Armstrong. The two then produced 4 candidates, the candidates then go trough a series
of interviews. These are the candicates and their notable characteristics:
1. David Huges  Industry veteran, good reputation, skilled, driven, ranked in II multiple
times, older age, concerns of slowing down due to age, suits company culture but tends
to work in his own way, may need more assistance from junior analyst.
2. Gerald Baum  ranked in II multiple times, expert in other (but related) field, just moved
to semiconductor field (18mos), driven, confident, good with client, frequent job changes,
different company culture, have some attitude problems, up and down performace
history, may have difficult time to adapt with RSH’s culture.
3. Sonia Meetha  New commers from regional firms, ranked in II as up and commer,
good competences, good reputations and personable, good potential, focus on
organizational culture, need to broaden connection, need more time and training,
limitations in work flexibility due to family condition.
4. Seth Horkum  Ranked in II as runner up, good reputation, high acheivement drive and
dedication, have concrete plans, willing to move and reach out to RSH first, have close
contact with PowerChip.
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028

1. Company culture:
Teamwork, incentive (individual and group), semi-annual retreat (for training and
development), mentoring (senior to junior), formal training programs.
2. Options:
1. Hire another star candidate  long time, high cost
2. Promote Rina  Temporary position, not yet ready?, need to be more assertive,
good knowledge,
i. Background
1. 3 years working at RSH
2. Previously worked at Win412  top technology firm in california
3. Worked as Peter Thomson’s junior analyst
4.
ii. Pros
1. Young
2. Experienced in the semiconductor field
3. Understand the job and the company
4. Talented
5. Hardworking
6. Cost efective  no need hiring
7. No need adaptation
iii. Cons
1. Introvert, difficult time fitting with coworkers, distancing herself
2.
3. Inexperienced in leadership position
4. Needs more training (leadership, peoject management, etc)
5. Needs more guidance from seniors
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028

3. Hire senior analyst from regional firm  relocation, long time, lots of adjustments
4. Hire from buy-side firms  no sales skills, big nono
5. Hire new comers
3. Recruitment criteria:
Fit with the company culture, Star senior analyst.
No problem if they bring their own juniors.
1. Intelegent
2. Analytical skills
3. High acheivement drive
4. Detail oriented
5. Teamwork
6. Collaborative relationship
7. Communication (negotioation, presentation, written)
8. Customer focus
9. Industry knowledge
4. Hire a headhunter (craig robetson form Tripple S). They have worked together for 4
years, and knows the needs and criteria well. Why use headhunter?

5. Tom Walters – Another senior analyst in RSH, have assisted in recruitment before.
6. Candidates:
1. David Huges  Spenser’s, II, 15 years, older,
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028

Red flag:

2nd interview:
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028
2. Gerald Baum  Gotz and Loeb, II, expert in other field (since 1990s), just move
to semiconductor (18mos), frequent job changes, different company culture,
attitude problems.
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028

RED FLAG!!

2nd interview:
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028

3. Andrew Katz  boutique, not II, no.

4. Harry Freight  regional, not II, no.

5. Sonia Meetha  boutique, II up and commer, good competences,

Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028

Green flag:
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028
2nd interview:

6. Seth Horkum  Jefferson Brothers, II runner up, close contact with powerchip,
not in craig’s list
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028
Organizational Behaviour and
Managing People - Assignment
NADYA ANDHANY – 29322028
Green flag: acheivment drive

Red Flag:

2nd interview: