Recruitment and Selection: Analyzing HR Practices at RSH

This report analyzes the recruitment and selection process at RSH, focusing on the hiring of a star analyst to replace a departing senior analyst. The report explores the various steps involved in recruitment, including job analysis, candidate screening, and interviewing. It examines the advantages and disadvantages of both internal and external recruitment, considering factors such as cost, time, and the potential for new ideas. The report also emphasizes the importance of person-organization fit (POF) and person-job fit (PJF) in ensuring employee satisfaction, commitment, and performance. The case study assesses potential candidates, like Sonia Meetha, Seth Horkum, and David Hughes, evaluating their suitability based on skills, experience, and fit within the company culture. The report concludes that, considering the specific needs of RSH, David Hughes, sourced through external recruitment, is the most appropriate choice, emphasizing the benefits of PJF in enhancing productivity and profitability. The overall aim is to improve the HR practices in order to boost the organizational performance of the firm.

Running head: RECRUITMENT AND SELECTION
RECRUITMENT AND SELECTION
Name of the Student:
Name of the University:
Authors Note:

1RECRUITMENT AND SELECTION
Recruitment is a crucial process of an organization for hiring and retaining the best
qualified individual from within or outside the firm. The potential candidate is to be attracted and
retained in the firm for a job opening in a more cost-effective and timely manner (Mahmood,
2015). The recruitment process includes various steps for analyzing the job requirements and
retaining the employees at the job. The process also includes screening and integrating the
applicants before hiring the new employee into the firm. Recruitment of a star in RSH requires a
candidate, who are team-oriented, first rate analysts and perfectly fit within the company and its
organizational culture (Groysberg, Balog & Haimson, 2007).
The organizational ex senior analyst, Peter Thompson is resigning the position after
receiving better offer from one of RSH‘s competitors. The HR, Stephen Connor has a very short
time frame to find a major replacement for its upcoming Power Chip deal. The senior position of
the analyst is a very important position and should be filled by a suitable and perfect replacement
of the star analyst, Peter Thompsons.
The required factor for the potential candidate acquiring the post of analyst and become a
star analyst is very high. The individual must possess effective analytical and communication
skills. With adequate knowledge about the industry, the potential candidate should also be
willing to work in team (Chang & Chin, 2018). He or she should have ability to build cordial
relation with traders, sales forces and guides the junior analysts. The star analyst is required to
have proper knowledge about the industry and have access to the top-level management in the
companies.
The main objective is to observe and analyze the HR practices so that the organizational
performance of a firm can improve. It focuses on the dynamics of hiring, attracting, negotiating,

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compensating and leveraging a star performer in the established firm. The practices of the HR
include recruitment, interview process, joining formalities, resource allocation, salaries and
company policies. This leads to creating a roadmap that is based on the observation of the
recruitment process. It is important for an organization to hire such candidates having adequate
skills and knowledge that identifies the core competencies. This includes effective abilities, skills
and knowledge (Schenk, 2017).
Effective recruitment and selection is highly significant for the success of the firms.
Employees are considered to be the asset of the organization and effective hiring process reduces
the employee’s turnover rate. The process leads to match the right individual with the right job
skills. Background checks and interviews ensure that they employ candidates that are highly
reliable. They also provide highly effective quality services to its customers.
The screening and interview process of the organization facilitates in creating a vital
opportunity the individuals offer their organization. It is important for the firm to screen heavily
either by enlisting the mangers they trust or own judgment. It is important to know for the
candidates the job role and tasks to be performed efficiently (Waxin et al., 2018). If the recruited
individuals are not tested efficiently, it further leads the organization to deal with confusion
turnover and disgruntled employees.
While selecting the potential individual it is important for the firm to choose such star
analyst that fits perfectly to their role. The candidates are required to produce higher quality and
productivity in the organization product and services. With proper planning and effective
volunteer help, the boards can effectively select a star analyst without the help of any headhunter
services. Major task includes identifying candidates, determining qualifications, screening

3RECRUITMENT AND SELECTION
resumes, interviewing candidates on sites. Conducting management assessments, background
checks before making the important offer is highly significant for the firm (Ganapathy &
Ashokkumar, 2017).
As per the case study, the job profile is a semi-conductor analyst that would be in charge
of covering majority and largest semi-conductor companies. The most important and superior
coverage of the Powerchip is required. The probable candidates for the hiring process include
David Hughes, Seth Horkum, Gerald Baum, Sonia Meetha and Rina Shea. The most suitable
candidates among them includes Sonia Meetha, Seth Horkum and David Hughes.
Sonia Meetha works at Welsh, Harrison and Smith is the junior analyst of the firm. She
has a strong command over the industry and looks promising. She has both sales and technical
background and is greatly responsive to her existing clients. She is also dedicated towards her
work and is an excellent writer. More emphasis is led on the organizational culture, which is a
key feature of RSH. Though there is major threat that Sonia would be able to succeed at larger
organization like RSH by doing only two global projects. Moreover, she also stays quite far
away from the organization.
Seth Horcum is another suitable candidate working at Jefferson. He is a great performer
and also has very good contacts at Power chip. The only problem before recruiting Seth Horkum
for the senior analyst position is that he is self-centered and not be effective as a team player.
David Hughes is another best chosen alternative, who works at Spencer’s. He is known to be
excellent mentor and an experienced employee. He is well-known among all his circles and is a
famous celebrity in Wall Street. David Hughes is highly experienced in the fields and has vast
industry knowledge and posses rare interpersonal skill. On the other hand, hiring David as the

4RECRUITMENT AND SELECTION
senior analyst can also have few negative outcomes. This includes that he can be old fashioned
and unorganized at times in the firm.
Reena Shea is familiar with the organization with good expertise skills. Gerald Baum is
also a highly enthusiastic in the semi conductor industry. He possesses great skills with
exceptional client and work services.
Before hiring the individuals it is highly important to consider both the individuals and
organizational factor to maximize efficiency. It is important for the organization to do a proper
background check on the employees. This includes the individual’s aspirations, attitudes,
background and both long-term and short-term performances. The organizational factor includes
the company’s culture, structure, strategies and performance management system (Kang & Shen,
2017). Proper analysis of both the factors in the potential candidate would prove beneficial for
maximizing the individual-organizational fit.
Hiring the right individual for the job requires a lot of hard work, time and cost. Internal
recruitment is comparatively easier for hiring and perfect answer for various staffing issues. The
employee to be hired already knows the organizational culture, strength and weaknesses (Ardiç
et al., 2106). This makes the job easier as the recruitment process is very quick which reduces the
external recruitment cost. The candidate’s eligible for recruitment and selection process has to go
through the interview process in number of steps. Initially, the candidate has to go through the
interview process in the RSH Company. It would be followed by Headhunter, pre screening, HR
interview round and finally the hiring decisions are to be made.
It is important for RSH firm to consider all the major impacts that internal hiring process
can cause to an organization (Hashim, Ismail & Hassan, 2016). Internal selection provides major

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opportunities for employee’s promotion and is proved to be highly motivating. Moreover, the
organization also knows the strengths and weaknesses of the desired candidates. Internal
recruitment is effective for certain roles but while hiring a star analyst it is important to consider
individual from outside the existing team as well.
Hiring individuals from within the organization limits the potential candidates as no new
ideas can be acquired from outside (Bowen, Ledford & Nathan, 1991). Internal recruiting and
selection of the employees limits the organization choice and thus severely limits the talent pool.
The major challenge faced through this internal process is that the potential candidate would be
unable to provide new and innovative ideas to the workplace (Kurtz & William, 2017). The
individual is usually content with the business procedures as usual without providing any fresh
ideas to the organization. Moreover, it is often seen that internal conflict among the colleague is
another major problem of the organization.
Hiring individuals from outside the firm leads to bringing new ideas and is attracts larger
pool of workers. It becomes quiet easier for the organization to attract and retain the best
individual. People from outside the firms possess wide range of experience (Gamage, 2014).
This also reduces the co-fighting of individuals within the firm as the candidate is from outside
and is not one of its colleague. The hiring of candidates is though very time consuming and
costly. As the reference checks and background checks of the potential candidate takes a lot of
time.
Personal environmental fit is popular a famous since a long period of time. It is generally
refer to the level of compatibility existing between an employee and the work environment. It is
ensured that their characteristics are well-matched. Among all the existing strategy, Person-

6RECRUITMENT AND SELECTION
Organization Fit (POF) and Person-Job Fit (PJF) is the most significant element. POF is the level
of compatibility present between the individual and entire organization. On the other hand, PJF is
defined as the match or congruence present between an employee characteristics and the job
performed by them at work. Therefore, PJF is considered to have major two perspectives. This
includes matching the employee’s knowledge, abilities and skills with the job requirements.
The other main element is the fit of individual’s preference, needs and desire with the
existing job. One of the vital purposes of the HR department in an organization is to hire the
perfect candidate (Chowdhury, 2016). Therefore it is critical to clearly evaluate POF and PJF
before making ant suitable hiring decisions. Both POF and PJF play a major role in the success
of an organization. The main responsibilities of the firm should include paying adequate
attention on effective leadership, hiring process and personality assessment. It is also important
to maintain diversity in the organization and therefore pursuing a highly successful carrier
planning.
There are various factors that contribute towards the work engagement. One of the major
elements is POF. POF has a clear understanding for improving the compatibility between the
company and employees. Retaining employees helps to improve the customer satisfaction and
employee’s commitment on the long-run (Gooderham et al., 2015). This also helps in improving
the individual outcomes in the organization. When the values of organization and individual are
same it increases the job performance and satisfaction level of the employees. This further leads
to reduce the stress of the employees. In addition to this, individuals or the potential candidates
feel more comfortable in such organization, where the job fits with their own characteristics.

7RECRUITMENT AND SELECTION
The values of the employees are positively associated with all the affective outcomes
such as, commitment, satisfaction and engagement. Person to job fit positively influences the
work behavior and attitudes of the employees (Liang, 2016). Furthermore this also leads to
increasing the employee’s commitment so that motivation within the employees can be easily
achieved. PJF positively increases their job-satisfaction, performance, retention and attention of
the employees. Moreover, the match between the employee’s demands and what they receive
from performing a job, therefore increase their job satisfaction, adjustments as well as
organizational commitment.
After analyzing all the potential candidates of the firm for the position of analyst it is seen
that David Hughes chosen through external recruitment process is the most appropriate for the
organization. He possesses high specific knowledge related to the company. When the right
employee is recruited and selected a domino effect is also created. This leads to increase the
productivity and profitability of the business due to wise decisions made by the selected
candidates. The positive attitude will therefore affect the products and services quality and
ultimately would also affect the consumer perceptions of the organization. Therefore, PJF would
be more beneficial for the organization. Person to Job fit would be highly important for the
organization as it is strong indicator of meaningful work. This can only be found in RSH, when
the organization ensures alignment between an individual‘s values, competencies, and purpose of
the job. Employee who feels comfortable with the job would lead to increase work engagement
level through positive work meaningfulness.

8RECRUITMENT AND SELECTION
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