Recruitment of a Star Introduction The case is based on Stephen Connor, director of research at the New York investment banking firm of Rubin, Stern, and Hertz (RSH) who is facing a delima of recruiting a Semiconductor analyst in place of the star analyst who recently quit his job. The issue needs immediate attention because of an upcoming deal with the PowerChip company which requires an expert level analyst Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced
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If you were Stephen Conner, who would you hire, and why? In the case study of “Recruitment of a star” there are four candidates for the job offered by Stephen Conner. They are Gerald Baum, David Hughes, Sonia Meetha and Seth Horkum. Among all, my choice is Seth Horkum. There were several positive aspect which made him my first option such as his time management (being at interview before the schedule), his prior experience with PowerChip company (Upcoming client for RSH), his long term commitment
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Case Analysis: Recruitment of a Star PROBLEM STATEMENT To recruit a suitable replacement for RSH’s star analyst Peter Thompson PESTC Analysis Political – Nil Economic:- * Increased shuffling of jobs. Social:- * The environment required rigid competencies, high stamina, great communication skills, and frequent client interaction. * The industry average retirement age was approximately 45 to 50. Technological:- * Intensive use of technologies in research
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After reading ‘ Recruitment of a Star ’ it has become convincingly evident that only one candidate stood out amount the rest with regard to RHS corporate values, anlytical requirements and contribution potential. Although all candidates show strong qualifications, the candidate I am reffering to is Sonia Meetha First of all Mrs. Meetha’s credentials are extremely impressive.After seeking feedback from people whom Mrs. Meetha has work with, it was reported that her work is thorough, solid and insightful
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been moving around lately, hard to find a great fit for the job. If Craig Roberts calls too many people word on the street will get out that RHS lost one of the top Semiconductor analyst, this could put the company in a hard position. Hard to find a star of Peters caliber. Might have to settle for a junior person and groom them into the role. Another problem he faces is if he hires Rina into this position he will need to hire a replacement for her. Although she seems like a good choice because she
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------------------------------------------------- ------------------------------------------------- Q1- Tell me about yourself (Starting form to schooling to highest education, family Background, Hobbies, interests, Achievements, etc). ------------------------------------------------- --- This will enable me to understand about his qualification, his communication skills, His interest , Achievements & will enable me to understand if he is eligible for the position or not. -------------------------------------------------
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Interior Design Education Requirements Interior Design Education Requirements Do you have a flair for color and style? Do you spot fashion trends for the home before the rest of the world catches on? Do you have an innovative way with fabric and an eye for business opportunities? If the answer to any of these questions is yes, a career in interior design might be what you're looking for. What Does an Interior Designer Do? An interior designer brings colors, textures, lighting and furniture together
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Problem Statement: Recruiting a new star analyst for RSH Research department in the semiconductor Industry domain while satisfying client, market and organizational expectations. Introduction to Company Rubin, Stern and Hertz(RSH), an investment banking firm based in New York, is faced with the problem of hiring a replacement for their star semi-conductor analyst, Peter Thomson. Star analysts willing to shift companies are difficult to find in the present market scenario. But Stephen Connor
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APPRECIATIVE INQUIRY AS AN ORGANIZATIONAL DEVELOPMENT TOOL by Charles F. Martinetz, PhD Appreciative inquiry can get you much better results than seeking out and solving problems. That’s an interesting concept for me—and I image for most of you—because telephone companies are among the best problem solvers in the world. We trouble shoot everything. We concentrate enormous resources on correcting problems that have relatively minor impact on our overall service performance. When used continually
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Super Star Virgo Study the crew strength onboard Super Star Virgo. Elaborate on the recruitment methods and criteria in the recruitment of local and foreign crew members by Star Cruise. What are the training and development programmes provided by Star Cruise to ensure quality service? Identify the benefits enjoyed by the crew members. Evaluate and support with reasons if more can be done to improve crew management. Tasks: • Study Crew Strength • Elaborate on Recruitment Methods
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