COURSE ID: HRM301SECTION: 04|
COURSE LECTURER:MS. SABIN RAHMAN|
TEAM MEMBERSNAME: NAFEES REZAID: 1120277NAME: TAMZID RABBYID: 1130419NAME: ABU HENA MOSTAFA AWALID: 0910373NAME: MD. GOLAM GAUS SOLAIMAN CHOWDHURYID: 0830079NAME: FAISAL AHMEDID: 1010193| SUBMISSION DATE:27TH FEBRUARY, 2013|
1. WHAT ARE THE KEY DECISION POINTS USED BY S. G. COWEN IN MAKING HIRING DECISION? WHAT IS YOUR EVALUATION OF THE PROCESS USED BY THE FIRM? – 03 2. WHAT IS YOUR EVALUATION OF THE CRITERIA USED BY THIS ORGANIZATION IN MAKING HIRING DECISIONS? – 04 3. WHICH TWO CANDIDATES WOULD YOU SELECT IF YOU WERE A MEMBER OF THE RECRUITING COMMITTEE? WHY? – 06
4. WHAT ARE THE KEY DECISION POINTS USED BY S. G. COWEN IN MAKING HIRING DECISION? WHAT IS YOUR EVALUATION OF THE PROCESS USED BY THE FIRM? – 03 5. WHAT IS YOUR EVALUATION OF THE CRITERIA USED BY THIS ORGANIZATION IN MAKING HIRING DECISIONS? – 04 6. WHICH TWO CANDIDATES WOULD YOU SELECT IF YOU WERE A MEMBER OF THE RECRUITING COMMITTEE? WHY? – 06
What are the key decision points used by S. G. Cowen in making hiring decision? What is your evaluation of the process used by the firm? Answer:
Key decision points used by S. G. Cowen in making hiring decision are given below: * Recruiting process had done by the Banking professionals and not human resource professionals * Select top 25 universities for recruiting new graduates. * Recruiters make a presentation with candidates to know them about the company and inform them ‘’who they are, what do they do, what distinguishes them from the competitors and what are the next steps. * Give a chance to visit the company /firm to the candidates. * Make two rounds of interviews.
* They justify the behavior/attitude of the candidates on the super Saturday. * Finally they hire those candidates who are fit for the firm. * They target threshers, who will be loyal to the firm.
The hiring process using by the firm is quite well. Specially the made two round of interview which is a very innovative one. And they had also selected top 10, sometimes top 25 universities students who are meritorious, skillful and off course scholars. These candidates can be made a good contribution for the firm. The recruiting process had done by the professionals which was also good for the hiring because they know which type of candidates they need.
But the problem is that, campus recruiting is time consuming process and it is also costly. The recruiter made the interview on the class time, for this many qualified candidates may not able to attend the interview. The recruiter also offered to visit the firm to the candidates. It was good. But candidates were told to visit on their own cost/expenses. That was not good, because that might make a negative image to the firm.
The presentation made by the recruiters to the candidates may make good impression about the firm. This is because here firm was introduced to the candidates. From that presentation candidates may know who the firm does, how they do, what the quality they want. Finally we think S.G. Cowen hiring decision is very impressive. Question: 02
What is your evaluation of the criteria used by this organization in making hiring decisions?
We think currently the candidates are being judged on the basis of the following criteria’s: * Technical Skills -(Creativity, Modeling, Accounting/Finance and Prioritizing). * Leadership -(Initiative and Motivation).
* Interpersonal skills -(Impact/Presence and Communication Skills). * Commitment to firm –( Judgment/Maturity).
Evaluation of current criteria used by this organization
Commitment to firm:
Almost all firms without exception would want to recruit for the long term. Especially in the current scenario in the investment banking industry where firms are fighting for talent and given that SG...