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Case Preparation Summary - SG Cowen
Short-Cycle Summary
Who:
Chip Rae, Director of Recruiting for SG Cowen (SGC), a boutique investment bank.
What: Chip needs to hire 30 new investment banking associates for the incoming class. He and the bankers have extended all but two offers and are unable to decide between the four remaining candidates.
Why:
The bankers are unable to decide between the four candidates because there is no clear behavioral profile or reliable scoring method that identifies those candidates most likely to fit the behavioral profile of a successful
SGC banker.
When: The impasse occurred in a meeting with senior bankers during Super Saturday. The bankers need to decide which candidates they will extend offers by the end of the meeting.
Long-Cycle Summary
Immediate Issues:
-
Chip Rae and the bankers must determine which 2 of the 4 remaining candidates SGC will extend offers.
Chip Rae must get the bankers to agree on the candidates chosen.
Basic Issues:
-
Senior management does not have a defined and reliable behavioral profile that identifies what recruiters should look for in applicants for associate positions.
Some members of senior management are resistant to efforts to standardize the selection process.
Importance/Urgency:
The immediate issues have much higher urgency levels and only moderate importance levels. The high urgency level is due to the signs given off by the bankers that the meeting is dragging on and they are becoming increasingly concerned with the escalating snow conditions outside. The importance level is only moderate because the decision is about two employees in a 1,500 employee organization. In addition, the four remaining applicants have already undergone a significant amount of screening throughout the process and therefore the marginal difference in quality between the candidates is low (i.e. they’re choosing between good & good, not good & bad).
The urgency level of the basic
Short-Cycle Summary
Who:
Chip Rae, Director of Recruiting for SG Cowen (SGC), a boutique investment bank.
What: Chip needs to hire 30 new investment banking associates for the incoming class. He and the bankers have extended all but two offers and are unable to decide between the four remaining candidates.
Why:
The bankers are unable to decide between the four candidates because there is no clear behavioral profile or reliable scoring method that identifies those candidates most likely to fit the behavioral profile of a successful
SGC banker.
When: The impasse occurred in a meeting with senior bankers during Super Saturday. The bankers need to decide which candidates they will extend offers by the end of the meeting.
Long-Cycle Summary
Immediate Issues:
-
Chip Rae and the bankers must determine which 2 of the 4 remaining candidates SGC will extend offers.
Chip Rae must get the bankers to agree on the candidates chosen.
Basic Issues:
-
Senior management does not have a defined and reliable behavioral profile that identifies what recruiters should look for in applicants for associate positions.
Some members of senior management are resistant to efforts to standardize the selection process.
Importance/Urgency:
The immediate issues have much higher urgency levels and only moderate importance levels. The high urgency level is due to the signs given off by the bankers that the meeting is dragging on and they are becoming increasingly concerned with the escalating snow conditions outside. The importance level is only moderate because the decision is about two employees in a 1,500 employee organization. In addition, the four remaining applicants have already undergone a significant amount of screening throughout the process and therefore the marginal difference in quality between the candidates is low (i.e. they’re choosing between good & good, not good & bad).
The urgency level of the basic