Sg Cowen, Case Study
Amirose Panacherry Staffing and Selection
Case study 2 11/17/2011
SG Cowen’s biggest strength in their overall hiring process is how invested they are in the whole process. The amount of time, effort and money SG Cowen puts into finding the best candidates is a strength they play upon to retain their clients and to make sure they stay focused in their market. Another benefit I see in their hiring process is the fact that they are fairly specific in what they are looking for, it allows them to hone in on a particular group and narrow the field. Their specificity also narrows down the selection pool but makes the recruitment process far more customized, which is what they want for their organization. Internally recruiting is fairly simple in terms of the guidelines they follow. The role of associates can be filled by analysts who are currently employed with SG Cowen, usually after 3 years of service they can apply for the position. Another way that SG Cowen hires associates is by hiring the interns that work for them between their first and second year of business school. This is beneficial for the company because it allows them to really view if these employees would excel in the position for the most part. They are familiar with the culture of the organization, which is a major factor in determining whether a candidate is the right person for the position. External recruiting is where SG Cowen takes a variety steps to make sure they get the kind of candidate they’re looking for. SG Cowen only takes candidates that have an MBA and their recruiting starts at their specified core schools. Which due to Rae’s strategic planning evolved. The core schools used to be the core schools of most top business and banking institutions. Eventually SG Cowen understood this may not be the best strategy to attract the top talent they were looking for. Although the organization was a well-respected international organization
Case study 2 11/17/2011
SG Cowen’s biggest strength in their overall hiring process is how invested they are in the whole process. The amount of time, effort and money SG Cowen puts into finding the best candidates is a strength they play upon to retain their clients and to make sure they stay focused in their market. Another benefit I see in their hiring process is the fact that they are fairly specific in what they are looking for, it allows them to hone in on a particular group and narrow the field. Their specificity also narrows down the selection pool but makes the recruitment process far more customized, which is what they want for their organization. Internally recruiting is fairly simple in terms of the guidelines they follow. The role of associates can be filled by analysts who are currently employed with SG Cowen, usually after 3 years of service they can apply for the position. Another way that SG Cowen hires associates is by hiring the interns that work for them between their first and second year of business school. This is beneficial for the company because it allows them to really view if these employees would excel in the position for the most part. They are familiar with the culture of the organization, which is a major factor in determining whether a candidate is the right person for the position. External recruiting is where SG Cowen takes a variety steps to make sure they get the kind of candidate they’re looking for. SG Cowen only takes candidates that have an MBA and their recruiting starts at their specified core schools. Which due to Rae’s strategic planning evolved. The core schools used to be the core schools of most top business and banking institutions. Eventually SG Cowen understood this may not be the best strategy to attract the top talent they were looking for. Although the organization was a well-respected international organization