SG COWEN NEW RECRUITS
“SG COWEN: NEW RECRUITS” CASE STUDY
MAJOR FACTS IN THE CASE
SG Cowen is a financial firm in the U.S. that is running a hiring process, conducted by Chip RAE who is the director of recruiting at SG Cowen. The case shows the modality through which the hiring process for new outside associates, which begins in the fall, works.
The company has different sources of recruiting associates: some analysts can be promoted to first-year associate after being 3 years in the company, without needing to go to a business school. Another source of candidates is students who are proposed a full-time contract after they finish their internship in the company. A third option is to hire outside candidates from business schools.
There are three main stages in which the case is developed: on-campus round, informational interviews and Super Saturday. During this process Rae’s strategy is to use banking professional and not HR professional to conduct the decision process.
There are two types of interviewers: for first meetings like on-campus round, team leaders who have few years of financial bank background are assigned to core schools. They offer students from various fields the possibility to attend SG Cowen’s Super Saturday recruiting, and are free to consider and evaluate the candidates on their own way. On Super Saturday senior bankers judge candidates for their potential in a long-term perspective. Super Saturday begin in Friday afternoon with informal conversations (dinner, cocktails). Then on Saturday, there are 30 candidates and 30 interviewers for the recruiting process which lasts in the morning.
SG Cowen was first interested in the top 10 schools. But then, according to the Rae’s strategy, they have paid more attention to the next top 15 universities for hiring. Instead of hiring candidate in middle-class of top 10 business schools, they go to these 15 universities in order to attract the best students of these
MAJOR FACTS IN THE CASE
SG Cowen is a financial firm in the U.S. that is running a hiring process, conducted by Chip RAE who is the director of recruiting at SG Cowen. The case shows the modality through which the hiring process for new outside associates, which begins in the fall, works.
The company has different sources of recruiting associates: some analysts can be promoted to first-year associate after being 3 years in the company, without needing to go to a business school. Another source of candidates is students who are proposed a full-time contract after they finish their internship in the company. A third option is to hire outside candidates from business schools.
There are three main stages in which the case is developed: on-campus round, informational interviews and Super Saturday. During this process Rae’s strategy is to use banking professional and not HR professional to conduct the decision process.
There are two types of interviewers: for first meetings like on-campus round, team leaders who have few years of financial bank background are assigned to core schools. They offer students from various fields the possibility to attend SG Cowen’s Super Saturday recruiting, and are free to consider and evaluate the candidates on their own way. On Super Saturday senior bankers judge candidates for their potential in a long-term perspective. Super Saturday begin in Friday afternoon with informal conversations (dinner, cocktails). Then on Saturday, there are 30 candidates and 30 interviewers for the recruiting process which lasts in the morning.
SG Cowen was first interested in the top 10 schools. But then, according to the Rae’s strategy, they have paid more attention to the next top 15 universities for hiring. Instead of hiring candidate in middle-class of top 10 business schools, they go to these 15 universities in order to attract the best students of these