Sg Cowen Case

*Case 1 * *SG Cowen* The SC Cowen case revolves around the decision to broaden potential vistas a wrinkle at the planetary house. The firm has two spots dissipate, just they still m other(a) four somewhat chances left. all(prenominal) candidate has certain pros and cons so a trade-off needs to be do by the recruitment commissioning so that a decision can be made on who to hire. Reflect upon a time you had a negative recruiting/hiring have sex. What were the signs that the hold out was not going well?excuse My rootage negative recruiting experience was when I applied for an internship at a legality firm. I had my interview with both a recruiter and an associate of the firm. Right at the give way of the interview I felt on that point was no tick off between myself and the the great unwashed on the other side of the table. I say I answered most of their questions in a way that I was quenched with, but I felt that they were unfeignedly trying to trap me into givin g a wrong answer. I got this feeling because they were inquire me questions that had totally no relevance to what I was applying for.Furthermore I got the feeling they were t unmatchable down on me as they did not seem to acknowledge some of my achievements (my grades for example). At the end they rejected me because they felt that I did not speak fluent Dutch, charge though I have lived in the Netherlands all of my life. I was rattling(prenominal) frustrate most this, but I did get a line how important this cultural fit is. When I look back now I always say to myself that I wouldnt want to spend 60+ hours a week with people I have no connection with in the first place.What is your evaluation of the criteria used by this placement in making hiring decisions? Jim Kennedy has specified four types of criteria that have to be taken into study when determining whether there is a fit between the candidate and the job profile. These atomic number 18 education and experience, int ellectual capabilities, personality characteristics and motivational characteristics. SG Cowens associate evaluation wreak has the following criteria listed commitment to firm, maturity, interpersonal skills, leadership, adept skills and work ethic.Both criteria sets are listed in the table below. I think that SG Cowen uses many of the criteria that Jim Kennedy has identified. What is very different though is that for SG Cowen experience in the current field is not important. Instead they look for a ca-ca of affinity with financial markets (as can be seen in the assessment of a candidates accounting/finance skills). Which two candidates would you select if you were a member of the recruiting committee at SG Cowen? I would select Natalya Godlweska and Andy Sanchez.In my opinion investment banking is all about being able to learn nimble and commitment. Therefore in a candidate I would look for someone who has been in(predicate) and uncoerced to commit himself to both the firm an d the job. I believe Natalya and Andy fit these criteria the most. Natalya was Cornells make pass student and Andy managed a extremely successful business. I believe Martin has not made up his mind on where he wants to work, which to me says he is not impulsive to commit himself to SG Cowen. Ken on the other hand has already shown commitment in his previous job.But I think the hurdle for him are his two very young kids. Having a kid requires tremendous amounts of time, in particular in their young days and this cannot be combined with a job that requires 120 hours a week of your time. promise one key difference or similarity between hiring and recruiting at SG Cowen and your HR Plan company, and give your opinion on this. For our HR plan we have chosen the company Danone. The recruitment process that SG Cowen utilizes is very different from that of Danone. SG Cowen has chosen one unique(predicate) day, Super Saturday, as its only recruitment day.On this day all of the open spots for associates get filled up. Danone recruits throughout the year and essentially has no operation deadlines. In my opinion SG Cowen is losing out on many top candidates due to its nonindulgent recruitment procedure. By having only one day and thus one deadline to represent your application (in a year ) they may lose out on top candidates who are tied up for some reason and therefore cannot apply. Noone would be willing to wait a full year, especially in the banking industry where you have so many other good alternatives.