Sg Cowen Case Study Solution

SG COWEN: NEW R ECRUITS ECRUITS

ECRUITS SG COWEN: NEW R ECRUITS QUESTION # 1

Reflect upon a time you had a negative recruiting/hiring experience. What were the signs the experience was not going well? ANSWER ::-

The signs are as follows: New hire started to ask for special consideration, incentives, and flexible hours There was attendance issue. Arrive late and leave early Always tried to waste time in non productive activities and took more time in lunch break Lack of interest in work Always tried to get easy work and left the difficult work for others Poor attitude towards other co-workers Using social sites and listening personal phone calls during office timings

QUESTION# 2

What are the key decision points used by S.G Cowen in making hiring decisions? What is your evaluation of the process used by the firm? ANSWER ::-

Following key decision points used by S.G Cowen in making hiring decision:Which schools should be targeted as core schools? How many positions are available to be filled? How many of the positions need to filled from summer interns, promotions and college hires? How many rounds of interviews should be done? Who all will the interviewers be? Is the candidate interested in the company? Is the candidate a self starter? Does the candidate have the required skill set for the job? Is there a cultural fit between the company and the candidate?

ZOAHIB BUTT MCOM “A” 123 UCP

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Do they demonstrate a pattern of success in their past life? Will they be committed and be loyal to the company? Do have they good interpersonal skills? Are they technically sound Are they flexible and versatile

EVALUATION OF THE PROCESS :-

SG Cowen hires three kinds of candidates for Associate positions: 1. Analysts who have completed their three years at firm and do not have any business school education 2. Summer interns with the firm 3. New outside hires from business schools I believe that this is a wide talent pool p ool and gives SG Cowen the opportunity to select the best candidates for the associate positions. Hiring from from the analysts makes the recruitment easier process because candidates have been with the firm for three years. They have a better understanding about the firm and have proven their cultural fit. They went for Informal Interviews, Campus Round and Super Saturday for the best recruitment. Under the following points I am going to exp lain Evaluation of the process. They hold their interviewers responsible for the quality of candidates the y bring thus ensuring that only the best candidates candidat es come to the firm It was made sure that the bankers were not partial in their selection process and favoring candidates from their own alma maters through its not mentioned how They looked for the right people with attitude to work at SG Cowen and were willing to go the extra mile to create jobs for them if required. Writing down comments and making extensive notes about candidates made it easier to recollect and discuss about their abilities. Making sure that candidates are relaxed and comfortable before super Saturday


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QUESTION# 3

What is your evaluation on the criteria used by this organization in making hiring decisions? ANSWER ::-

EVALUATION OF THE CRITERIA Candidates are being judged on the basis of following parameters: Commitment to firm Judgment/Maturity Interpersonal skills Leadership Technical skills Work Ethic All firms without exception would want to recruit for the long term be cause it is very costly process and especially in the current situation firms are fighting for talent and talent must have high level of communication skills as SG Cowen is a boutique Investment Bank. According to Rae “long term success…came from loving the work, loving to teach and sell”. Candidates would need would need to have very v ery good interpersonal skills to be able to sell well. The firm needed people who could take initiatives without being given instruction on what to do. This can be gauged by the past leadership experiences of the candidates. According to Schoenberg’s Schoenberg’s “Wall Street does not give enough time to people to”. Candidates also must have the technical skills like Finance & Accounting, creativity and ability to prioritize is what helped one deliver his duties. As SG Cowen is a boutique firm because of its small size, its associates associates usually work very closely with firms and they need to demonstrate good team abilities ab ilities and flexibility.


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QUESTION# 4

Which two candidates would you select if you were a member of the recruiting committee ? ANSWER ::-

I would select NATALYA GODLEWSKA and ANDY SANCHEZ because they are better than others in criteria and I am going to write down the reasons why I would select them.

R EASON EASON FOR SELECTING NATALYA GODLEWSKA        

Called the bankers because she had met at presentation for informational interviews Having worked in the industry for 4 years, she showed an in depth knowledge of the sector She will be a hit with the clients due to her positive energy Was highly recommended by her referee and she displayed a “can“can-do” attitude. She is so confident about herself Ambitious and ready to work hard Worked for 4 years in firm which developed modeling software for M&A firm Secured the highest GPA in the finance department and served as graduate teaching assistant in finance program at Cornel Speaker of fluent Russian, Polish, German and some French

R EASONS EASONS FOR SELECTING ANDY SANCHEZ      

Having served for 4 year in the military, he was expected to show a high maturity level Dynamic Personality Confident and articulate Having served in the military and he led a rescue operation in Bosnia He was involved in a number nu mber of activities as diverse as marathon racing He is a team player because he served in military


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Sg Cowen Case Study Solution

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