[인적자원관리]Recruitment of a star

목차

1. Whom should Stephen Connor hire? Why?
2. Imagine yourself in the place of each of the candidates. What strengths would you bring to light during the interview with Stephen? How would you distinguish yourself from the other candidates?
3. Evaluate the selection and hiring processes at Rubin, Stern, and Hertz. What changes, if any, do you recommend?

본문내용

1. Whom should Stephen Connor hire? Why?
Four candidates who are mentioned in the article all have outstanding skills and their own strengths. So, it is certain that they are very attractive options for RSH each. But, I think David Hughes is the best option for RHS among them. Not only RSH can get various aspects of direct and indirect advantages from his legendary status on the Wall Street but also many junior analysts in RSH can grow rapidly by priceless advices which are based on his rich experiences for the past 15 years. Because RSH aims for team-based performance and most employees tend to work for a long time, the improvement of junior analysts’ competences could be helpful in increasing the overall performance level of RSH. If shared David’s know-how among them, RSH can raise itself by a solid foundation based on high skilled employees, not by just one outstanding leader. This could be the matter of decreasing the risk of RSH.
And because of a sudden resignation of Peter, RSH falls in emergence situation. Although Rina Shea, Peter’s junior analyst, is well covering his vacant position temporarily, it is like a gamble to give her the position permanently. In this kind of uncertain situation, there should be a person who has strong charisma and rich experiences in the competitive field. Therefore, RSH needs David Hughes’ abilities to get itself back on track.

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