Download - Recruitment of a star (harvard case study)
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RECRUITMENT OF A STAR
BY: THAWBAN BAIG
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INTRODUCING RSH’S RESEARCH DEPARTMENT.
RSH IS STRONG IN ITS RESEARCH DIVISION.
STEPHEN CONNOR, DIRECTOR OF RESEARCH AT RSH FIRM.
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INTRODUCING RSH’S RESEARCH DEPARTMENT (cont…)
RSH TYPE COMPANIES HAS SELL SIDE RESEARCH ANALYSTS.
BASED ON THE RESEARCH OF SELL SIDERS, OTHER ANALYSTS WRITE REPORTS
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INTRODUCING RSH’S RESEARCH DEPARTMENT (cont…)
SELL SIDE ANALYSTS COVER ANYWHERE FROM 18-20 COMPANIES WITHIN THEIR INDUSTRY
SELL SIDE ANALYSTS ALSO SERVE AS ONE SOURCE OF INFORMATION FOR BUY-SIDE ANALYSTS
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INTRODUCING RSH’S RESEARCH DEPARTMENT (cont…)
THE CULTURE OF RSH’S RESEARCH DEPARTMENT WAS BASED ON TEAM WORK.
EMPLOYEES TURNOVER WAS VERY LOW.
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INTRODUCING CASE
DIRECTOR OF RESEARCH IS IN TROUBLE.
RESIGNITION OF THE SEMI CONDUCTOR ANALYST.
A SEMI-CONDUCTOR ANALYST IS STRONGLY
NEEDED BECAUSE OF AN UPCOMING DEAL WITH THE POWERCHIP COMPANY.
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INTRODUCING CASE (cont…)
JUNIOR ANALYST WAS WORKIN INORDER TO COVER THE POWERCHIP DEAL.
RECRUITERS WERE ENGAGED BY THE DIRECTOR.
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INTRODUCING CASE (cont…)
RECRUITERS SEND RESUMES OF CANDIDATES TO STEPHEN.
STEPHEN WANTS TO CREATE A BIG POOL OF CANDIDATES
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INTRODUCING CASE (cont…)
PRE-SCREENING OF CANDIDATES WAS STARTED BY THE DIRECTOR.
DIRECTOR INTERVIEWED THE CANDIDATES INDIVIDUALLY.
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CLASS PARTICIPATION
(CP)
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HIRING PROCESS INITIATED BY RSH
• REASONS FOR HIRING PROCESS RESIGNATION OF PETER THOMPSON UPCOMING DEAL WITH POWERCHIP COMPANY
• STEPHEN WANTS A PERMANENT EMPLOYEE.HE STARTED SEARCHING CANDIDATES RECRUITERS WERE ENGAGED
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HIRING PROCESS INITIATED BY RSH (Cont…)
• RECRUITERS SENT THE RESUMES OF THE CANDIDATES
• HE WAS SHARING THE PROBLEM WITH PEOPLE IN HIS DEPARTMENT
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HIRING PROCESS INITIATED BY RSH (Cont…)
• STEPHEN STARTED PRE-SCREENING
• STEPHEN INTERVIEWED ALL OF THE CANDIDATES
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HIRING PROCESS INITIATED BY RSH (Cont…)
• INTERVIEW SESSION MEETINGS WITH INDIVIDUALS
FRANK DISCUSSION WITH INDIVIDUALS
RANDOM QUESTIONS WERE ASKED BY THE DIRECTOR
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CONCLUSION
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PROPOSED CANDIDATE FOR HIRING
• DAVID HUGHES, SETH HORKUM, SONIA METHA, GERALD BAUM
• WE HIRE SETH HORKUM AS A SENIOR SEMI-CONDUCTOR RESEARCH ANALYST
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REASONS FOR HIRING SETH HORKUM
• HE IS VERY PUNCTUAL (ARRIVED BEFORE STEPHEN)
• COVERED THE MAJOR STOCKS AT JEFFERSONS (HIS OLD COMPANY)
• HE WAS MOTIVATED, DEDICATED TO HIS WORK
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REASONS FOR HIRING SETH HORKUM
• CLIENT ORIENTED
• RELATIONSHIPS WITH THE TOP MANAGEMENT
• LOYAL(STAYED AT HIS OLD FIRM FOR ALMOST 15 YEARS)
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REASONS FOR HIRING SETH HORKUM
• HE DID NOT ASK FOR COMPENSATION • HE WAS INTERESTED TO KNOW ABOUT RSH
• II RUNNER UP BECAUSE OF HIS STOCKS
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JOB PROFILE
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JOB PROFILE
• TITLE: SENIOR SEMI-CONDUCTOR ANALYST
• DUTIES: STOCK PICKING, REPORT WRITING
• CONTEXT: BASED ON TEAM WORK, SENIOR ANALYSTS MENTORED JUNIOR ANALYSTS
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JOB PROFILE
• EDUCATION AND EXPERIENCE: WELL EDUCATED ND EXPERIENCED CANDIDATES WERE REQUIRED
• INTELLECTUAL CAPABILITIES: WRITING SKILLS, DECISION MAKING, PRESENTATION SKILLS, ANALYTICAL SKILLS
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JOB PROFILE
• PERSONALITY: PUNCTUAL, CO-OPERATIVE, MOTIVATED, CLIENT ORIENTED
• MOTIVATIONAL CHARACTERISTICS: MENTOR,
LEADERSHIP SKILLS, FEEDBACK
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CONCLUSION
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WHY NOT RINA?
• JUNIOR ANALYST
• UNEXPERIENCED
• DID NOT HAVE ANY CONTACTS WITH THE TOP MANAGEMENT OF DIFFERENT COMPANIES
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WHY NOT RINA?
• STEPHEN WAS NOT SATISFIED WITH HER
• SHE MOSTLY RELY ON THE ADVICES OF SENIOR ANALYSTS
• SHE WAS NOT RECOGNISED IN THE RANKING OF INSTITUTIONAL INVESTORS MAGAZINE
• SHE HAD NO EXPERIENCE IN STOCK PICKING
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CONCLUSION
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THANK YOU!