Human resource case study- Harvard- Recruitment of Star

1. RECRUITMENT
OF
A STAR

2. • INVESTENT INSTITUTE IN WALL STREET
• GOOD COMMUNICATION CULTURE WITH GREAT SYNERGY
• STRONG CORPORATE CULTURE
• BONUSES- ON INDIVIDUAL AND GROUP SUCCESS.
• LOW TURNOVER
• REGULAR WORKSHOPS AND TRAININGS TO
SHARPEN ANALYTICAL, WRITTEN AND COMMUNICATION SKILLS.
• OPEN DOOR POLICIIES
• TRAININGS FOR MOLDING TO SUPERSTAR.
RUBIN, STERN AND HERTZ

3. › RESIGNATION OF PETER THOMPSON CREATED A VACCANY FOR
SENIOR SEMICONDUCTOR ANALYST POSITION.
› TIME CONSTRAINT
› THERE’S NO ONE TO COVER POWERCHIP –
THE UPCOMING DEAL
› SHUFFLING OF HIGH PROFILE CANDIDATES LATELY,
MANY ARE NOT WILLING TO MOVE AT THIS POINT.
GENERAT
ED HUGE
PROFIT
INTELLIG
ENT
SUPERIO
R
ANALYTI
CAL
SKILLS
ACHIEV
ER
LARGE
CLIENT
BASE
ISSUES IN CASE

4.  STEPHEN CONNOR- DIRECTOR OF RESEARCH
 PETER THOMPSON- STAR SEMICONDUCTOR ANALYST
 CRAIG ROBERTSON- SUPERIOR STAFFING SERVICES(TRIPLE’S’(HEADHUNTER)
 ANITA ARMSTRONG- CLIFFORD ASSOCIATES (HEADHUNTER)
 SONIA MEETHA- SENIOR ANALYST( WELSH,HARRISON
& SMITH)
 SETH HORKUM – SENIOR ANALYST (JEFFERSON
BROTHERS)
KEY PLAYERS
 GERALD BAUM- SENIOR SEMICONDUCTOR ANALYST( GOTZ &
LOEB)
 DAVID HUGHES – STAR SEMICONDUCTOR ANALYST( SPENCERS & COMPANY)
 RINA SHEA- JUNIOR ANALYST (RSH)
CANDIDATES
 TOM WALTERS- SENIOR TELECOMMUNICATON ANALYST(RSH)

5. JOB PROFILE – SENIOR SEMICONDUCTOR ANALYST
 SUPERIOR ANALYTICAL AND RESEARCH SKILLS
 GOAL – ORIENTED
 WELL COORDINATION WITH SALESFORCE AND TRADERS
 TEAM –ORIENTED
 CLIENT-ORIENTED
 ACCESS TO UPPER-MANAGEMENT
 GOOD STOCK PICKER
 GOOD WRITER
 LOYALTY
 INDUSTRY EXPERIENCE AND CONFIDENCE

6. DAVID HUGHES- (SPENCERS& CO.)
 HIGHLY EXPERIENCED IN SEMICONDUCTOR INDUSTRY
 RANKED IN II FOR PAST 15 YEARS – CURRENT AS 2ND TEAMER
 INTELLIGENT AND ARTICULATE
 VAST INDUSTRY KNOWLEDGE
 GOOD RESEARCH SKILLS
 EXCELLENT MENTOR
 OLD FASHIONED AT TIMES
 PUNCTUAL
 RARE INTERPERSONAL SKILLS
 LARGE CLIENT BASE
 LOYALTY
DRAWBACKS - AGE
DOESN’T PREFER STATE-OF-ART TECNOLOGY

7. GERALD BAUM-(GOTZ& LOEB)
 TECHNOLOGY AND BUSINESS SAVY
 WORK EX- 2 YRS IN SALES DEPT.
1 YR AS ASSOCIATE
JUNIOR ANALYST
 II RANKING – CURRENT AT 11TH
FIRST AND SECOND FOR
THE ELECTRONICS AND ELECTRICAL-
CONNECTORS
 COVERING SEMI CONDUCTORS INDUSTRY- 18 MONTHS
 INTELLIGENT
 GOOD STOCK PICKER
 GREAT CLIENT SERVICE
 PROMPT REPLY TO EMAILS
DRAWBACKS - PUNCTUALITY
NON-TEAM PLAYER
UNAPOLOGETIC
MONEY-MOTIVATED
DISLOYAL

8. SONIA MEETHA-(WSH)
 II RANKING – UP AND COMER – CURRENT AT 8TH
 GOOD CLIENT SERVICE
 GOOD TECHNICAL AND SALES SKILLS
 EXCELLENT COMMUNICATION SKILLS
 ACCURATE RESEARCH REPORT
 GLOBAL MARKET KNOWLEDGE
 ACHIEVER
 HARDWORKING
 ACCESS TO MIDDLE MANAGEMENT
DRAWBACKS - TRAVELLING SCHEDULE AND FLEXIBLE WORK HOURS

9. SETH HORKUM( JEFFERSONS BROTHERS
 II RANKING- CURRENT AT 5TH
 ACCESS TO TOP LEVEL MANAGEMENT
 STRONG CONNECTION WITH POWERCHIP
 GOOD STOCKPICKER
 GREAT INDUSTRY KNOWLEDGE
 GREAT NETWORKINFG ON BOTH SIDES- BUY SIDE AND SELL SIDE
 CLIENT –ORIENTED
 PROVIDES EXCESS INFORMATION TO CEO’S- THAT THEY OTHERWISE DON’T HAVE
 VALIDATION OF PERFORMANCE BASED ON TESTIMONIALS FROM CLIENTS.
 DEDICATED AND MOTIVATED
 WELL COORDINATE – SALESFORCE AND TRADERS
 AMBIGITIOUS AND EXTREMELY INTELLIGENT
 GREAT PROMPTNESS
 TEAM ORIENTED
 CAN COMMIT TO FLEXIBLE TRAVEL SCHEDULE AND LONG HOURS
 PUNCTUAL
 LOYAL

10. RINA SHEA-(RSH)
 TEAM –ORIENTED
 GOOD WRITER
 ASSERTIVE IN RESEARCH
 GOOD INTERPERSONAL SKILLS
 INDUSTRY KNOWLEDGWE
 GOAL-DRIVEN
 MOTIVATED
 LOYAL
 FAMILIAR WITH COMPANY’S CULTURE
DRAWBACKS - ANALYTICAL SKILLS
LACKS CLIENTS BASE
NO II RANKING
EXPERIENCE IN FIELD – 3 YEARS
NO ACCESS TO UPPER MANAGEMENT

11. CANDIDATES
REQUIREMENTS
DAVID HUGES GERALD BAUM
SONIA
MEETHA SETH HORKUM
RINA
SHEA
SUPERIOR ANALYTICAL AND
RESEARCH SKILLS YES YES YES YES NO
MOTIVATED NO NO YES YES YES
GOAL DRIVEN YES YES YES YES YES
CLIENT ORIENTED YES YES YES YES NO
VAST. INDUSRTY KNOWLEDGE YES YES NO YES YES
ACCESS TO UPPER MANAGEMENT YES YES NO YES NO
TEAM WORK ORIENTED YES NO YES YES YES
GOOD STOCKPICKER YES YES NO YES NO
GOOD WRITTER YES YES YES NO NO
LOYALTY YES NO YES YES YES
EXPERIENCED AND CONFIDENCE YES YES NO YES NO
INTERPERSONAL SKILLS YES NO YES YES YES
II RANKNG SECOND TEAMER 11TH RANK 8TH RANK SECOND RUNNERUP
--
COMPARISION

12. WHOM SHOULD STEPHEN
CONNOR HIRE ?
SETH HORKUM
WHY?
Reason being Seth Horkum,
 Matches most of the job requirements of senior semiconductor
analyst,
 He’s young and can deliver long term expertise,
 Willing to travel on short notices ,
 Dedicate long working hours,
 Punctual and motivated, goal-oriented,
 Good team player.
 Need to improve it’s writing skills.

13.  STEP 1: Briefs out the requirements for the job and hands
out the profile for finding the suitable, potential candidates.
INITIAL REVIEW
 STEP 2: Pre-screening- screens out the resumes
 STEP 3: Asks headhunter to schedule interview.
 STEP 4: FIRST INTERVIEW- IN DEPTH INTERVIEW
 STEP 5:SECOND INTERVIEW – INTERVIEW CIRCUIT,
with the head of sales and traders to make the right decision.
 STRUCTURED INTERVIEW- To involve
other senior managers in the process for
effective decision making
 INTERVIEW SCORECARDS- to weigh the
candidates skill sets
 JOB SIMULATION- when there
reference check seem impossible.
 ORGANISE DEBATIN SESSION
RECOMMENDATIONS
HIRING PROCESS AT RSH:

14. STRENGTHS
DISTINGUISH POINTS
 Show interest to work in RHS by pointing
out the work culture, and how I will fit in
it.
 Able to deal with people of all ages and
background, difficult clients.
 As an excellent writer will provide quality
report
 Tell him about negotiation skills
 Vast knowledge of industry
 Commitment and loyalty
 Good client response and accessibility
 Contacts with top and middle management in industry
 Punctuality
 Superior analytical and research skills
 Good stock picker

15. By:
GROUP-3
ARADHYA
AYUSHI
SHRADHA
ANUGRAH
MURUGAVEL
VIKRANT