RSH, an investment banking firm, needs to replace its top semiconductor analyst Peter Thompson who resigned. Stephen Connor must decide whether to promote Peter's junior analyst Rina Shea internally or hire an outside candidate. Several candidates are considered including Gerald Baum, David Hughes, Sonia Meetha, Seth Horkum, and Rina Shea. Each candidate is evaluated based on their experience, skills, reputation, and fit with RSH's culture.

1. RECRUITMENT
OF A STAR
P r e s e n t e d B y :
S r i k a n t h A s h w i n
R i s h a b h M i t t a l
P r e r n a
S a b r i n a G u p t a
P r i t h v i r a j D a s g u p t a

2. About the
Company
Rubin, Stern and Hertz is an
investment banking firm in New York.
Promotes teamwork and has a
learning and supportive environment.
Low turnover rate because of the
selective hiring process.
RSH’s culture is one of its prime
competitive advantages.

3. Case Overview
• Stephen Connor: Director of
Research
• Peter Thompson: STAR and only
semiconductor analyst at RSH;
announced resignation after
receiving an offer from one of
RSH’s competitors
• Rina Shea: Peter’s junior analyst;
temporary replacement for Peter
• Stephen’s options: Replace Peter
with an outside hire or promote
Rina from within the company
• Upcoming deal with Powerchip

4. ‘MUST HAVES’ IN
THE NEW
CANDIDATE
• Industry knowledge with rich experience
• Good analytical skills
• Good writing and presentation skills
• Client oriented
• Team player
• Good stock picker
• Gels well with the culture of RHS

5. CHOICE OF
CANDIDATES

6. Gerald Baum
David Hughes
Sonia Meetha
Seth Horkum
Rina Shea
Craig Robertson
Anita Armstrong
Internal Sources

7. JOB
REQUIREMEN
TS MATRIX

8. Characteristics of Job Characteristics of Worker
Job Duty Tasks
Relative Importance of
Job Duty %
Relative
Time Spent
%
Competency or
KSAO
Importance of
KSAO or
Competency to
Task
Performance
(1=Low, 10=High,
E=Essential)
Analysts  Monitor markets or
positions
 Identify opportunities or
develop channels for
purchase or sale of
securities or
commodities
 Track and analyze factors
that affect price movement,
such as trade policies,
weather conditions,
political developments, or
supply and demand
changes.
100 100
Stock pickers
Knowledge:
Economics and
accounting
Computers and
electronics
Skills:
Communications
skills
Decision Making
skills
Analytical skills
Abilities:
Mathematical
abilities
Inductive and
deductive
reasoning
Others
8
9E
8E
8.2
9.5E
7.75
7.5
8.15

9. WHICH CANDIDATE TO HIRE?

10. GERALD BAUM
GOTZ AND LOEB
• Ranked 11th in Institutional
Investor magazine within
18 months of joining
• Exceptional work and
client service
• Great skill set as to what
the industry needs. Great
stock picking skills
• Maintains active travel
schedules and replies
promptly
• Good client contacts
• Jumped around a lot from
firm to firm
• Too cocky
• Treats staff terribly
• Expresses too much
negativity
• Seems too interested in
compensation
• Late to his lunch with
Stephen and was
unapologetic about it. This
shows his uncaring and
callous behaviour.
10
PROS CONS

11. DAVID HUGHES
SPENSER’S
• Ranked 2nd in Institutional
Investor magazine
• Highly experienced with
superior industrial
knowledge
• Great skill set as to what
the industry needs. Great
stock picking skills
• A lot of name recognition-
practically a celebrity
• Good personality and
confident
• Fantastic mentor
• Some clients felt that he
was past his prime
• He might not be able to
adapt to technological
changes and work in a
high paced environment.
11
PROS CONS

12. SONIA MEETHA
Welsh, Harrison and Smith
• Ranked 8th in Institutional
Investor magazine
• Technical and Sales
background
• Emphasizes on global
markets
• Dedicated towards career
• Excellent writer
• Reliable and hardworking
• Contacts with CEOs &
Divisional Managers
• Comes from a small firm
• Not keen on traveling
PROS CONS

13. SETH HORKUM
Jefferson Brothers
• Ranked 5th in Institutional
Investor magazine
• Close contact with buy
side
• Loyal & Enthusisatic
• Experienced
• Contacts with Powerchip
• Congenial personality
• Has a strategic plan to
achieve top rankings
• Eager to please
• Potential to be misused
PROS CONS

14. RINA SHEA
INTERNAL (RHS)
• Familiar with the
organization culture
• Has worked with
Peter before
• Lacks decision
making
• Has not proved
herself to be a
STAR material
PROS CONS

15. THANK YOU
Name
Phone
Email
Website