Recrutiment of a Star
RECRUITMENT OF A STAR | Case Analysis: Recruitment of a Star | Shaun Morse | | Robert Morris University | 1/26/2013 |
Recruiting, Selection, and Retention, HRMG6150-L1
Dr. Darlene Motley
|
Synopsis Stephen Connor, who is the director of research, at the investment firm Rubin, Stern, and Hertz (RSH) is attempting to fill a vacancy created when his lead semiconductor analyst, Peter Thompson resigns unexpectedly. Mr. Connor promotes a junior analyst, Rina Shea, to fill the void left by Thompson as a short term solution. He informs her that he will be looking for an external candidate, with the stipulation that if he cannot find a suitable candidate she will receive the position. Mr. Connor then utilizes a headhunting firm to find potential candidates. The headhunter, Craig Robertson, has been a valuable resource for Connor in the past and is aware of RSH’s culture and the type of individuals that the company needs to hire. Looking through the potential candidate pool Robertson identifies five possible candidates and relays that information to Connor. Connor also receives information from another recruiting firm on a sixth possible candidate. Connor then pares down the group to a final four set of candidates and begins the research and interview processes. The case ends with Connor still needing to make a hiring decision.(Groysberg, Balog, & Haimson, 2012) Looking at this case we are asked to utilize the human capital theory and the factors that lead to an individual achieving outstanding performance and how portable this performance is between working environments. (Motley, 2013) According to Gary S. Becker Ph.D., a professor of economics and sociology at the University of Chicago “…economists regard expenditures on education, training, medical care, and so on as investments in human capital. They are called human capital because people cannot be separated from their knowledge, skills, health, or values in the way they can be
Recruiting, Selection, and Retention, HRMG6150-L1
Dr. Darlene Motley
|
Synopsis Stephen Connor, who is the director of research, at the investment firm Rubin, Stern, and Hertz (RSH) is attempting to fill a vacancy created when his lead semiconductor analyst, Peter Thompson resigns unexpectedly. Mr. Connor promotes a junior analyst, Rina Shea, to fill the void left by Thompson as a short term solution. He informs her that he will be looking for an external candidate, with the stipulation that if he cannot find a suitable candidate she will receive the position. Mr. Connor then utilizes a headhunting firm to find potential candidates. The headhunter, Craig Robertson, has been a valuable resource for Connor in the past and is aware of RSH’s culture and the type of individuals that the company needs to hire. Looking through the potential candidate pool Robertson identifies five possible candidates and relays that information to Connor. Connor also receives information from another recruiting firm on a sixth possible candidate. Connor then pares down the group to a final four set of candidates and begins the research and interview processes. The case ends with Connor still needing to make a hiring decision.(Groysberg, Balog, & Haimson, 2012) Looking at this case we are asked to utilize the human capital theory and the factors that lead to an individual achieving outstanding performance and how portable this performance is between working environments. (Motley, 2013) According to Gary S. Becker Ph.D., a professor of economics and sociology at the University of Chicago “…economists regard expenditures on education, training, medical care, and so on as investments in human capital. They are called human capital because people cannot be separated from their knowledge, skills, health, or values in the way they can be
Cited: Becker, G. S. (2008). The Concise Encyclopedia of Economics : Human Capital. Retrieved January 24, 2013, from Library of Economics and Liberty: http://www.econlib.org/library/Enc/HumanCapital.html Groysberg, B., Balog, S., & Haimson, J. (2012). Recruitment of a Star. In P. C. Publishing, Pearson Custom Business Resources Coursepack (pp. 187 - 213). Lynchburg, Va: XanEdu Publishing. Groysburg, B., McLean, A., & Nohria, N. (2006, May). Are Leaders Portable? Retrieved January 24, 2013, from Harvard Business Revue: http://hbr.org/2006/05/are-leaders-portable/ar/1 Motley, D. (2013, January 21). Recruitment of a Star. Moon Township, Pa, USA.