Recruitment Of A Star Essay

In the case study of Recruitment of a star there atomic number 18 four medical prognosiss for the vocation offered by Stephen Conner. They are Gerald Baum, David Hughes, Sonia Meetha and readiness Horkum. Among all, my choice is Seth Horkum. There were several positive aspect which made him my first survival of the fittest such as his age management (being at question in the first place the schedule), his prior give with PowerChip company (Upcoming client for RSH), his long term dedication (15 eld of service Jefferson Br another(prenominal)(a)s) which allows dependency and loyalty. With all the above aspects and the intelligence he exhibited in the interview makes him the shell fit for the job.What problems does Stephen Conner face?When Stephen let slit go, the biggest problem was to stripping the right relief at the earliest. So the clip was the key factor because it was the time when they were in need of a sr. analyst to get started with the new client (PowerChi p Company). Apart from that, he was confront a lot of concerns from the ripened executives of the organization about his decision of let Peter go. In fact they were more upset with his decision of making Rina who was an assistant to peter and joined the organization just 3 years ago as a substitute for Peter. What should Peters replacement look like, and which of the candidates scoop up fits this description? (Page 4) Peter was extremely intelligent and his analytic skills were superior. So if one has to replace Peter must be of the same(p) cadre and fit into the same shoe. He was always and achiever and go getter. His priorities were time management, resource management and competency at work. So to find the best replacement, there must be another Peter with the equivalent skill set and attitude. So at this juncture, Seth and Sonia are the best fit because Seth is punctual, ambitious and if prospect given, he can ramble up to the higher position with his intellectual, techni cal and analytical skills.On the other hand, Sonia is in any case a very hard operative. Even though she is running(a) in a boutique, her performance since past terzetto years has prominent over and her clients also believes that she is a true up-and-comer and could become one of the best analyst on the wall street if given a wear platform Put yourself in the place of all(prenominal) of the five candidates (include Rina),what should each person highlight during the interview process? How could each person break up him or herself from the other candidates? Gerald Baum The highlights of Geralds personality are that he is not only the star analyst in semiconductor industry notwithstanding in past he was a lead analyst in electronics and electrical connectors industry as substantially. At Gotz and Loeb which is a specialized self-coloured with an emphasis in technology industry has given an enormous opportunity to Gerald to grow as an analyst and also gain industry knowl pass on.David Hughes The well seasoned aged David Hughes is also one of the candidate for the peters position. While working for big firms like Spensers and company, David got opportunity to line of products into the global market and gain the best industry experience. Also intentional writing business plans, progress reports and even year end reviews. Sonia Meetha She is the candidate with both gross revenue and technical skills. She is an excellent writer. Being a techno-managerial refine and having dual experience of working both in engineering and sales team has gave her an edge over the other interviewees.Seth Horkum He is a very promising analyst with a prior experience working with RSH future client PowerChip company and also have close contacts in that company. He has not just accessible and responsive for the clients but also gave long hours for the organization to fulfill the task which other analyst couldnt do. Rina Shea The most convincing point for her is the association she is having with the company and also her late(a) experience of assisting Peter. She is an excellent writer and had learned a lot of other skills from Peter which got her into the list of candidates to be considered for the senior analyst position. Analyze the pickaxe processes being used. What are the strengths and weaknesses, and how could any weaknesses be mitigated? The process select by Stephen to select the replacement for Peter was pre-screening followed by a daring to Face Interview session with the Candidates.StrengthPast employment reportPunctuality of the intervieweesSoft Skills / Communication skillsTechnical SkillsPersonality TraitsWeaknessI Do not see any weakness in the interview process adopted by Stephen (pre-screening and Face to Face). In fact it gave him an edge over just reading their profiles and listening to the word of mouth during pre-screening. How would the organizational entry and socialization process differ between Rina and one of the other cand idates if chosen? SWOT for Rina SheaStrength Being junior to Peter, she had a nice understanding of all the work that Peter undertook. With an association of over three years at the firm, she is well versed with the company culture and values. She has exceptional(a) writing skills.WeaknessRina is lesser experienced compare to other senior candidatesShe must be assertive while presenting her reportsRina must learn/ grow Decision making skills.She depends on other senior analysts for advices and suggestions most of the timeOpportunities Being familiar with the company, Rina would not need an induction and familiarization sessions.ThreatsThe vast experience that other candidates bringing to the table. If chosen, The other candidates shall grow up the ladder faster and better than Rina At times, she may be emotionally disturbed because of pro tempore promotion and again going back to the same assistant job which may result in losing confidence, loyalty and responsiveness.