Effectiveness of SG Cowen's Recruiting Process
Added on 2019-09-26
4 Pages1378 Words810 Views
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Question and AnswerQuestion 1. Evaluate the effectiveness of SG Cowen’s recruiting and job search process. To what extent dothey result in finding the best candidates for SG Cowen?Answer 1. SG Cowen is an industrial firm looking for an associate program recruitment. The students were educated about the company and the advantages for being in the company. The process was followed by the three stages. Each stage holds the key decision point. Informational interviews are the first stage. The presentations were given to the students and the interested students then visit the office of SG Cowen and personally interact with the bankers. This process is not evaluative; the main points were the interest of the candidate in the company if the candidate is a self-starter, pattern of success in the past life. Many other decision points were about the positions to be filled or available positions, targeted core schools. Summer internship, promotions and hires are the main topics of SW Cowen's hiring. A number of interview rounds and the interviewers are all the questions of planning stage so as for the start of the recruitment process. For the evaluation process, the SG Cowen hires the candidate of three kinds for the post of Associate. First is the one having experience of three years but don't possess any business school education. Second are the one who came as a summer intern in the firm. Third are the onehaving the business school education. This they call a Talent pool and provide the SG Cowen with the best firm or candidates. All these are selected who have proven themselves and their cultural fit. Some informal interviews were conducted in which the business school students were selected only on the basis of their skills but not on the basis of their personality. Second is the campus round in which the students with efficiency and satisfactory results were selected. Next is the collective decision-making process in which the process is more qualitative than
quantitative. Evaluation of a candidate for the job search is on the basis of their commitment to the firm, maturity and judgment skills of the candidate, leadership quality, technical skills, work ethics and the interpersonal skills. Question 2. Compare and contrast how the different bankers approached finding the best candidates. To what extent is their approach aligned with Chip Rae’s strategy?Answer 2. Bank recruiters use many different approaches to find and recruit the best candidate. They hired the candidate with the right attitude and skilled for training. Attitude refer to the person's thoughts and manners. The attitude can be positive or negative reflected by the behavior of a candidate. Behavior based questions in an interview depict the idea of the attitude of a person. Some recruiters think that skills can be gained but the attitude is self-built and is difficult to find a candidate with a positive attitude. These days recruiters are smart and think that the two pages of resume don't really define the quality set of an individual, so they actually ask for the future perspective and innovative ideas at the time of hiring process. The time investment into the candidate's life also reveals about the likes, perspective and overall performance of the candidate. The social sites are helpful for this term. The employee referral programs also help to get the best output regarding candidature. Employees already working at some place have more knowledge about profits and retentions. Recruiters collect the information related to the job postings and databases used.Rae strategy was to hire the one from the top 15 core schools among top 25. Employees from top business schools have a big brand name, recruiting budgets and having much hiring needs which mean they get the best student interest. Students of these top schools are much loyal. Rae scheduled a presentation in the schools with the interview dates. Rae managed the
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