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Recruitment of a Star

In: Business and Management

Submitted By Daddy123
Words 1049
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After losing Peter, Stephan has to make a tough decision, out of five people who to hire. Each candidate has something different to offer and this hire has to be good. He needs to find someone that will blend into the team and has all the positive attributes that Peter had.
I think Sonia is the best for this position, she is driven and money is not her driving force. She cares about the industry and puts team work first. She is a strong powerful woman and would work really well on grooming Rina into her position eventually. I do not think Rina is ready for the job yet, but I think Sonia is the person Rina needs to be learning from. She is all the positive things Peter was, smart, driven, analytical, without being too competitive. Sonia did the best in the interview process and she seemed like the one that was willing to learn and also fit into the team role. I think if Sonia, if hired, will become more than an analyst but she will also become a servant leader to the organization. Sonia, is ready for the opportunity in a bigger firm and I do not think this opportunity is too big for her. I think she will need to reevaluate how much she travels but besides that she is a great fit.
The highest profile people have 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 already fits in the team so well if, Stephen finds and outside hire he won’t need a new junior.
The candidate should be a real go getter, no afraid to take on new projects, super intelligent and very analytical. Need to find a candidate that is not just in it for the money but to help the company grow. Looking for someone who would fit well into the company and become a team player. The person needs to be strong enough to lead but humble enough to be part of a team. Peter had a tendency to be too competitive and that pushed people away. Need to find someone that can be competitive at their job but still a great team player. The candidate hired needs to be driven for the job more than the compensation. Stephan is offering fair compensation for the role and this should not be the main focus of the job. Analyst has to be passionate amount their work because they will not always be driven for money. Also the candidate hired needs to have a good network of people in the industry, they need to be able to know people on the inside so they are able to get the job done easier.
David Hughes should highlight the fact that he has been in the industry for so long and that he does not need to be groomed into the position. Sonia Meetha, should highlight her excellent sale skills in the interview because it is a big part of the job. Seth Horkum, should highlight his strong network that he has throughout the industry and how he can bring his people with him. Rina Shea should show her dedication to the team, by being Peter’s junior she knows what he has been working on. Gerald Baum needs to show his experience in the field and how he can work with a team well. The biggest thing all of them need to make sure Stephan knows is that they are on the same team. Stephan is going to hire someone that will fit in with the team and is a team player. If someone in the interview comes across to full of themselves or not willing to put the job first they are putting themselves at a disadvantage to get the job. The candidates need to be confident but humble, show they can sell as well as manage.
Stephan is trying to find the most information possible before he has to hire a candidate. He needs to make a choice fast but it has to be a correct selection. I think the weakness he has to address is the fact that he does not have time to make the decisions. Also so many of the top stars have moved around lately so they will be hard to get. Stephan has to make sure he finds a star out of the few people he found for the job. Weakness will be mitigated by not rushing the selection. Although they are in a time crunch they do not want to risk a bad hire because of it. It will be very crucial with the talent pool that the headhunter found that they make the right choice. Hiring the wrong person could upset the balance of the team and also set the companies goals back. If they hire the wrong person they could be redoing the hiring process over again with the mark of a bad hire public.
Rina, is already part of the company so she knows how the team works. It would be an easy transition for her into the job because of all the inside knowledge of the company. Since the company is based so much around teamwork this would give her a slight edge at her job. The other candidates would have a period of being adjusted to the company. Although they are in the field they are not sure how this office works and it could take weeks or months for them to feel comfortable and let their network know of their new job. Since it is a team work environment, I think Stephan is committed to making a good adjustment for any candidate. He will see to it that whoever gets hired gets a proper orientation and feels welcome with the team.

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