Recruitment

of A Star
SYNDICATE 3 Ibnu Abi Hatim Amin
Fallery
29320176
Indra Jaya Prawira Yuda
Guruh Adhi Surya Widanto Putra 2932018
Aldy Benanda Rizki
Eric Tjandra
29320043
Koeshamimurti Tosani Natya Lakshita 29320129
 TABLE OF CONTENT
Pre Screening of
Introduction Candidate
01 03
News from
Headhunter, Initial
Review of Candidate & Second Interview &
An Unexpected Call Time for Decision
02 04
05 Answers of Questions
1. INTRODUCTION
 Introduction
● Rubi, Stern, Hertz (RSH), a New York investment banking firm has just lost its star
semiconductor analyst, Peter Thompson, as he was offered by a competitor of RSH
● Stephen Connor, the director of research at RSH has an urgency to replace Peter as Peter is
not only a star analyst, but is also RSH's only semiconductor analyst. In addition, RSH needs
someone in that industry considering the upcoming deal with PowerChip
● Stephen has temporarily filled the vacancy left by Peter with Rina Shea, Peter's junior analyst.
He is contemplating whether to hire someone else or give the permanent position to Rina.
● Stephen engaged Craig Robertson, a headhunter he had worked with for a long time. Stephen
trusts that Craig and his team understands his needs including the culture at RSH.
● RSH Research Department is known for its culture of learning, development, teamwork and
camaraderie. Due to this fact, employee turnover rate is low. Stephen requires new analysts
to be first-rate and fit well with the firm’s culture
2. News from
Headhunter, Initial
Review of Candidate &
An Unexpected Call
 News from the Headhunter Initial Review of the Candidates
Headhunters (Craig Robertson / Triple S) survey results: David Hughes
- Considered too old, however he has fantastic
In general, no one wants to change firms right now, credentials.
however:
Gerald Baum
There are 2 ranked senior analysts: - Considered will be jumping fleas or disloyal.
➢ David Hughes
a well-seasoned analyst from Spenser’s who’s been Sonia Meetha
ranked in Institutional Investor (“II”) for the past 15
- She has both technical and sales background
years.
and she’s dedicated enough to juggle her career
➢ Gerald Baum
and raising two children.
first & second in II for the electronics industries.

Already found other candidates from boutiques & regional An Unexpected Phone Call
firm:
➢ Andrew Katz
Additional candidate from executive recruiting firm in
work in boutique regional firm in Dallas but has ever
made it to II. midtown
➢ Sonia Meetha
Seth Horkum
work in boutique in Stamford. Recognized as an up-
and-comer. - II runner up ranking.
- Has a relation contacts at PowerChip and other
companies.
3. Pre Screening of
Candidates
 Pre-Screening the Candidate
● After initial reviewing the candidate resume, Stephen did information digging from the candidate
relatives
○ Gerald Baum - from ex work partner
○ David Hughes - from ex work partner
○ Sonia Meetha - from ex director
● Gathering opinion about real working behaviour & performance and personal character

A brief conversation with Rina Shea

● Open communication from Stephen to Rina Shea as previous Peter’s subordinate and covering
semiconductor analyst now
● Communicate one of the criteria is senior / experience semiconductor analyst (must be more senior
than Rina Shea)
● Looking Rina Shea respond for the situation
 Gerald Baum
Graduated with honors from MIT. Currently working at Gotz and Loeb. Placed 1st and 2nd for the
electronics and electrical-connectors industries respectively

(+) Distinguishing Points

● Already a star and expected to rise in ratings
● Enjoys working at large institutions ● He arrived 15 minutes late and did not apologize
● Highly enthusiastic in semiconductor industry ● He complained about his boss, coworkers and
● Exceptional work and client service. subordinates.
● Vast client contact and research skills.
● Excellent verbal and writing skills ● He expressed a lot of negativity and behaved somehow
“cocky”
(-) ● He asked for compensation and hiring junior analysts
● Changed companies before landing at Gotz and
Loeb
● Negative attitude towards employer and co-
workers
● Mistreats his subordinates
● Compensation as reward and source of motivation.
● Releases a lot of negativity
 David Hughes
Distinguishing Points
(+)
● David would like to bring two junior analysts & his
● Veteran with 27 years experience in the assistant
semiconductor industry since 1976. ● Will David still have the same energy – the sparks – to
● Ranked 1st Four times, 2nd Five times, other working at a top level?
years in a third place or runner-up. ● David wanted to have bit more flexible and input on
● Strong industry knowledge and technical
how he structuring his job.
capabilities
● Have a large client base ● David wanted to have contract guaranteeing for at
● Arrived at the restaurant simultaneously with least 2 years.
Stephen (punctual) ● The expectation of the industry is that you’re always
● Have been with Spenser’s and company for over on call
15 years (loyalty) ● David requested to have less travel schedule
(-)
● Performance – Indicates slowing down lately,
others argued that he just got bored at Spenser's
 Sonia Meetha
Distinguishing Points
(+)
● She would bring international focus to RHS and cover
● Received II recognition by herself with few major corporate clients
resources at her present firm ● She focused on organizational culture and has
● Had built good networks and has connections curiosity for this position
with the CEOs, divisional managers, and forefront ● She just realized severely got underpaid with her
of some major companies
● A true up-and-comer, could be one of the best current situation
analyst on Wall Street if she were on a better ● Stephen concerned about why Sonia stucked at a
platform small firm in Stamford and even she got interviewed
with other large investment banks but didn’t get any
(-) offer
● Has no experience at a large firm
● Might not shine as brightly and need to build
alliances immediately
 Seth Horkum
(+)
● Arrived a the restaurant before Stephen (punctual)
● Served Jefferson Brothers for 15 years (loyal)
● Shows strong commitment to work (prompt in phone calls, long working hours, emails & willing
to travel)
● Close contact with PowerChip
● Strong technical capabilities (great stock-picker, ranked 5th in II)
● Good relationship with clients and internal team

Distinguish Points
● Connection and access to PowerChip’s top management
● RSH needs a star performer and Seth needs a platform to become a star (mutual benefit with
RSH)
● Seth is confident in achieving higher ranking and will show equal dedication and commitment to
RSH
● Seth has successful track record of stock picks which is a highly regarded skill in the industry
4. Second Interview &
Time for Decision
Second Interviews
Each of the four candidates spent two days meeting with other analysts in the department, Stephen's boss,
and the heads of trading and sales

Gerald Baum Sonia Meetha

• “Extremely intelligent” “knows what she’s talking…”
• “uncanny native senses…” “has insight into what the next
• “a really pleasant young man” technology boom might be”
• “a bit too cocky” “from small firm..”
• “counting on a sizeable compensation” “A mother of two young children”
Seth Horkum David Hughes
• “Enthusiasm for research is contagious” • “His brain is like a computer”
• “Suddenly rushing to switch firms • “everyone knows his name”
now?” • “Incredibly intelligent”
• “Impressed with his work quality” • “seems tired”
• “Just got ranked for the first time (was
he just lucky?)”
Time for A Decision
David Hughes
• Experimented with several majors before settling on electrical engineering
• Research associate at a small research boutique
• MIT’s Sloan School of Management
• Junior analyst in the semiconductor industry, Wall Street firm Buck and Associates
• Moved to Spenser’s and Company (ranked 1st four times, 2nd five times, 3rd or runner-up places)
• Razor-sharp mind, vast industry knowledge, and rare interpersonal skills
• Started to slow down lately
Gerald Baum
• Received a B.S. in computer science with honors
• Research assistant in his college advisor’s lab under a National Science Foundation fellowship
• Two years in the sales department, One year as an associate at a consulting firm
• Yale School of Management
• Junior analyst with a Wall Street investment firm
• Ranked as runner-up after only 2 years with the firm, as a third-teamer the next year
• Move to large Wall Street firm, then finally settled at Gotz and Loeb
• Gerald’s ranking dropped; he lost his II recognition, but he achieved ranking in II again in 2003
• Became frustrated because, despite his success, his compensation had leveled off
Time for A Decision
Sonia Meetha
• Majored in engineering at Cal Tech
• Several years in engineering
• MBA business school at Stanford
• Research analyst in technology stocks
• Junior analyst in the San Francisco branch of a prominent investment firm
• Senior position at Welsh, Harrison, and Smith (WHS), a small firm in Stamford, Connecticut
• Her financial models were elegant, and her clients appreciated her insights. Being pressed to travel more
Seth Horkum
• Graduated with summa cum laude in Economics, Harvard
• MBA from Columbia business school
• Eager to please his directors, worked 12-16 hours days. Long hours resulted in the breakup of his 8-year marriage
• His research director never seemed to regard him as the top analysts in her department, however, his clients
praised the quality of his research reports and remarked that he was a brilliant stock-picker
• Appreciated his accessibility and responsiveness
• Willing to travel on short notice
• Believe he deserved more recognition
• Jefferson still did not increase his bonus much despite of his higher rankings
5. Answers of
Questions
 01
Whom should Stephen
Connor hire? Why?
We decided to hire David Hughes. Because he is TOP superior and has the most amazing
profile among several candidates, as well as fantastic skills, and is also a Legend in the
Semiconductor Industry and he is still going strong at his age. Even though he was
ranked 2nd in the Institutional Investor (II).

David Hughes will be able to transfer his immense experience to Junior at RSH, Analysts can work
on analytical and writing skills in workshops and exercises aimed at fostering communication, trust
and commitment to David. David mentors junior analysts in a formal training program to produce
more superstar Analysts who can have a big impact on the company's trading commission income.
David Hughes tends to know the details of what goes on behind the surface in Semiconductor
Analysis. He deeply understood the industry and its players as a Legend. The negative side of David
(old style) was easily resolved as RSH could provide several junior staff to rely on.
 02
Please evaluate the pros and cons of
each candidate. You could use
several perspectives in this
evaluation
 From several evaluation stages conducted by Stephen, some general
categories were recognized to identify the pros and cons of each candidate.

General Categories Evaluation Stages

• Motivation to move 1. News from the Headhunter

• Expectation at RSH 2. Initial Review of the Candidates

• Loyalty 3. Pre-Screening the Candidates

• Team approach 4. A Round of Interviews

• Industry knowledge 5. Second Interviews

• Work style
• Impression
The purpose of the figure is to reveal the dominant pros and cons from the candidate. In
addition, it is beneficial to know if the candidate has ample pros in varied categories.
 03
How do you choose right
candidate to hire?
 Internal factors External factors

1. Personality and attitude 1. Referral or

2. Technical skills recommendation
3. Soft skills 2. Budget match with salary
4. Background & experience expectations
5. Loyalty 3. Business relationships
6. Agile 4. Free criminal records
7. Punctuality
8. Health conditions
9. Cultural fit
10. Motivation
 04
Which candidate possesses a great deal of great
talent? You could elaborate it in term of
competencies, organizational interest, industry-
related, relationship capacity, etc
 Assessment on the Candidates
Professional
Key indicators Gerald Baum David Hughes Sonia Meetha Seth Horkum Rina Shea
framework

● Lead self and others

Leadership ● Passionate Low High Low High Moderate
● Create impact

● Relationship with key people and

Strategic skills Low High Low Moderate Low
management

● Business knowledge
Business acumen ● Industry insights High Very high Moderate Moderate Moderate
● Innovation

● Relationship with internal parties

● Relationship with external parties
Relationship Moderate High Moderate High Low
● Build genuine and meaningful
connection

● Relevant technical skills (finance

Technical and accounting Moderate High Moderate High Moderate
● Analyze and synthesize data
 Conclusion

01
David Hughes & Seth Horkum are the most appropriate candidates for the position
as the portability of transferable & nontransferable human capital is pity well as
compare to others.

02
If the choice is to be made between both of them, David Hughes is the most
capable one because David’s experience cannot be discounted.

03 He is be noted has a razor-sharp mind, vast industry knowledge and rare

interpersonal skills as he used to generated a large client base.

04 David Hughes tends to know the details of what goes on behind the surface in
Semiconductor Analysis and he deeply understood the industry and its players as a
Legend.
THANK
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