HRD CASE ANALYSIS 1. SG Cowen: New Recruits SG Cowen is a firm which was born when Société Générale bought Cowen and Company in 1998 and is mainly rooted in Boston. Its main interest is to focus on emerging growth companies in two volatile but highly profitable areas‚ health care and technology. The case is mainly about the company’s recruiting issues. SG Cowen has not invested on ‘On campus recruit’ because they didn’t have enough money to spend on that like other big competitors‚ JP Morgan
Premium Company The Work
Case Preparation Summary – SG Cowen Short-Cycle Summary SG Cowen‚ an investment bank‚ is in the process of hiring a new class of associates. In this process‚ there remain two available positions‚ and Chip Rae‚ the Director of Recruiting‚ and a group of 30 bankers have four candidates to choose from. The group is having a hard time deciding how they will extend the offers‚ primarily due to their different opinions based on an evaluation system that allows biased and inconsistent feedback. The time
Premium Decision making Bias Decision theory
SG Cowen: New Recruits There were several different key decision points used by SG Cowen in making hiring decisions on each stage of recruiting process. During the informational interview‚ team captains assigned to each schools weren’t particularly evaluating possible candidate. However‚ it did served two purposes: - To gauge some candidates are more serious and enthusiastic than others - To give candidates chance to learn more about the firm and industry before the interview that they will
Premium Leadership Recruitment Decision making
“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
Premium Human resource management Recruitment
Selecting the Candidate for Extending a Job Offer at SG Cowen The recruiting committee of SG Cowen is facing an important decision in regards to selecting two persons from the pool of four remaining candidates after all definite “Yes” and “No” have been identified. Being the member of the Super Saturday hiring group from the company I would have to make a decision that would have a dual effect: * Being an associate of the company I am vested in its success which depends in a great degree on
Premium Problem solving
recruiting by examining the recruitment process of SG Cowen. SG Cowen has a pioneer approach to recruiting therefore they have a quality of associates that is second to none. Their approach to recruiting combines common sense and consistency to recruit the most valuable associates. By changing their tactics from recruiting at only the top 10 schools‚ to recruiting at other non-core schools has given them a greater variety in the quality of their recruits. This approach is both realistic and sensible
Premium Recruitment Business school Recruits
Reflect upon a time you had a negative recruiting/hiring experience. What were the signs that the experience was not going well? Explain So far until now I’ve not had a negative hiring experience. However‚ I was responsible for recruiting volunteers for the International Wikimedia Conference in 2007. We advertised on the most popular online forum of college students and got 159 responses in one month and a half. We didn’t make any selection at first as we felt we needed as many volunteers as possible
Premium Interview Natural selection Candidate
SG COWEN: NEW RECRUITS | 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
Premium Recruitment Firm
SC HUMAN RESOURCES II Case Analysis. SG Cowen: New Recruits Reading questions: 1. Do you have prior experience with recruiting and hiring (as a candidate)? If so‚ based on your experience‚ what were signs that the process was going well or was not going well? Based on my experience‚ the most important signs that the process was going well were: - The interviewer acted interested‚ polite‚ listened carefully‚ asked good questions and
Premium Interview Employment Recruitment
SG Cowen – Case 1 1. Only once I had a negative hiring experience. I applied for a sales job for a credit company. The process was less common than any other hiring experience I ever had. The interview was a group based interview and two managers were interviewing us. Since it concerned a sales job they searched for dominant‚ easy speaking and convincing employees. The managers tried to intimidate the group to test how we would behave under such pressure. There was a round in which we had to present
Premium Interview Personality psychology Intimidation