RECRUITMENT OF A STAR

BY: THAWBAN BAIG

INTRODUCING RSH’S RESEARCH DEPARTMENT.

RSH IS STRONG IN ITS RESEARCH DIVISION.

STEPHEN CONNOR, DIRECTOR OF RESEARCH AT RSH FIRM.

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

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

INTRODUCING RSH’S RESEARCH DEPARTMENT (cont…)

THE CULTURE OF RSH’S RESEARCH DEPARTMENT WAS BASED ON TEAM WORK.

EMPLOYEES TURNOVER WAS VERY LOW.

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.

INTRODUCING CASE (cont…)

JUNIOR ANALYST WAS WORKIN INORDER TO COVER THE POWERCHIP DEAL.

RECRUITERS WERE ENGAGED BY THE DIRECTOR.

INTRODUCING CASE (cont…)

RECRUITERS SEND RESUMES OF CANDIDATES TO STEPHEN.

STEPHEN WANTS TO CREATE A BIG POOL OF CANDIDATES

INTRODUCING CASE (cont…)

PRE-SCREENING OF CANDIDATES WAS STARTED BY THE DIRECTOR.

DIRECTOR INTERVIEWED THE CANDIDATES INDIVIDUALLY.

CLASS PARTICIPATION

(CP)

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

HIRING PROCESS INITIATED BY RSH (Cont…)

• RECRUITERS SENT THE RESUMES OF THE CANDIDATES

• HE WAS SHARING THE PROBLEM WITH PEOPLE IN HIS DEPARTMENT

HIRING PROCESS INITIATED BY RSH (Cont…)

• STEPHEN STARTED PRE-SCREENING

• STEPHEN INTERVIEWED ALL OF THE CANDIDATES

HIRING PROCESS INITIATED BY RSH (Cont…)

• INTERVIEW SESSION MEETINGS WITH INDIVIDUALS

FRANK DISCUSSION WITH INDIVIDUALS

RANDOM QUESTIONS WERE ASKED BY THE DIRECTOR

CONCLUSION

PROPOSED CANDIDATE FOR HIRING

• DAVID HUGHES, SETH HORKUM, SONIA METHA, GERALD BAUM

• WE HIRE SETH HORKUM AS A SENIOR SEMI-CONDUCTOR RESEARCH ANALYST

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

REASONS FOR HIRING SETH HORKUM

• CLIENT ORIENTED

• RELATIONSHIPS WITH THE TOP MANAGEMENT

• LOYAL(STAYED AT HIS OLD FIRM FOR ALMOST 15 YEARS)

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

JOB PROFILE

JOB PROFILE

• TITLE: SENIOR SEMI-CONDUCTOR ANALYST

• DUTIES: STOCK PICKING, REPORT WRITING

• CONTEXT: BASED ON TEAM WORK, SENIOR ANALYSTS MENTORED JUNIOR ANALYSTS

JOB PROFILE

• EDUCATION AND EXPERIENCE: WELL EDUCATED ND EXPERIENCED CANDIDATES WERE REQUIRED

• INTELLECTUAL CAPABILITIES: WRITING SKILLS, DECISION MAKING, PRESENTATION SKILLS, ANALYTICAL SKILLS

JOB PROFILE

• PERSONALITY: PUNCTUAL, CO-OPERATIVE, MOTIVATED, CLIENT ORIENTED

• MOTIVATIONAL CHARACTERISTICS: MENTOR,

LEADERSHIP SKILLS, FEEDBACK

CONCLUSION

WHY NOT RINA?

• JUNIOR ANALYST

• UNEXPERIENCED

• DID NOT HAVE ANY CONTACTS WITH THE TOP MANAGEMENT OF DIFFERENT COMPANIES

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

CONCLUSION

THANK YOU!