A Report on SG Cowen's Recruitment and Selection Strategies

This report provides a comprehensive analysis of SG Cowen's recruitment and selection strategies. It begins by evaluating the company's campus recruitment strategy, focusing on its targeting of core graduate schools and the benefits and drawbacks of this approach. The report then assesses SG Cowen's selection practices, highlighting the structured hiring process, including campus rounds and Super Saturday interviews, and the criteria used to evaluate candidates such as commitment, interpersonal skills, leadership qualities, and technical expertise. The report critiques the use of informational interviews and the emphasis on self-driven individuals. The conclusion summarizes the advantages and disadvantages of the recruitment strategies and suggests improvements to the interviewing process, emphasizing the need for expert knowledge in selection and recruitment procedures. The report underscores the importance of selecting the right methods for effective hiring.

Human Resources
Management

TABLE OF CONTENTS
INTRODUCTION ...............................................................................................................................3
MAIN BODY ......................................................................................................................................3
1. Evaluating the recruitment strategy implemented by SG Cowen and, more generally, the
concentration on core graduate schools...........................................................................................3
2. Evaluating the selecting practices of SG Cown...........................................................................5
CONCLUSION....................................................................................................................................7
REFERENCES.....................................................................................................................................8

INTRODUCTION
Human is considered to be as crucial resource for running business smoothly. Human
resource management is considered to be as an essential business activity which is executed for
managing employees at workplace. With the passage of time their has been increase in the roles as
well as responsibility of human resource manager. The function of manager in an enterprise is to
recruit highly talented and skilled people.
The present report is based ion the case study of SG Cowen. Study will include critical
evaluation of recruitment strategy implemented by an organization. It will also emphasize on
determining the effectiveness of selection procedures utilized by SG Cowen and interviewing
process conducted by associate as well as senior bankers.
MAIN BODY
1. Evaluating the recruitment strategy implemented by SG Cowen and, more generally, the
concentration on core graduate schools.
Recruitment strategy basically depicts an action plan taken up by an employer or an agency
to conduct their hiring procedure with an utmost concern of filling up the vacant positions. It is
referred to be one of the most important business strategies in today’s contending world (Lybrand,
2018). Present case is with reference to the recruitment strategy adopted by SG Cowen, focusing
more upon hiring new outside associates from core business schools. For which, 9 business schools
were targeted to conduct an on- campus recruitment program. It is with a specific consideration of
undertaking a global recruitment strategy that consists of huge benefits. It leads to an improved
quality of hiring with a rising sense of diversity and cultural literacy in the employers. This also
provides a better capability of sourcing candidates having effective futuristic skills to keep
performing well (Bailey, Mankin and Garavan, 2018). Hence, on evaluating the undertaken strategy
of on campus recruitment of SG Cowen, they have been found to target upon some core business
schools involved NYU, Chicago, Columbia, Cornell, Emory, USC, Washington University, Notre
Dame and Berkeley. The undertaken strategy of campus recruitment is a key procedure of hiring the
recent graduates, directly from their respective business schools and thus enable the enterprises to
choose the brightest student as the surest way of developing a pipeline of entry level talents. There
exists large number of benefits of campus level recruitment that permit the recruiters like SG
Cowen to tap into a huge pool of highly educated and diverse applicants to meet the rising number
of opportunities in the future. The major advantage of campus recruitment is that company can get
energetic people. In addition to this, an enterprise can built up more company loyalty through
campus selection procedure.

This is or instance to make it more attractive for the on- campus students through a strong
social presence to take part in the interview. Additionally, developing an ability to recruit remotely
is also a contemporary way of boosting up the student’s experiences. Lastly, a more data driven
approach is required by adding a more scientific screening and assessments of students. For which,
incorporating automated system of assessment is one of the best suggested method. It also helps in
generating an instant detailed report of the interviewees without burdening the recruiters and test
administrators. It is evident to meet yet another prime objective of reducing human error in grading
with minimal costs of hiring and training getting improved hiring decisions.
The recruitment strategy adopted by SG Cowen, are presentation in the core business school.
The presentation was given in order to inform students about the bank and services provided by an
organization. During the presentation significance as well as benefit of working with an
organization has been highlighted in order to attract candidates to apply for job. After completion of
the interview , students those were invited for interview. After considering the interest of the student
in particular job , An organization has planned to organize campus interview, the purpose of this
activity was to judge whether the candidates are eligible for applying for job or not. Then the super
Saturday round was conducted , where the thirty students those who have been selected during the
campus round were called for interview (Brewster, 2017). Then after assessment as well as
evaluation of candidates has been done. The various criterion was set for judging the candidate.
Another benefit is in terms of assistance received from the campus career centres who duly
coordinates in conducting the hiring procedure. It is with a major support of scheduling the
interviews with students who are capable enough for an occupation and are genuinely willing to
take part in the scheduled interview (Tandon, 2018). Lastly, this strategy is also beneficial in terms
of new graduate’s interest in diving into a new role with keen attitude towards learning and
contributing with an optimistic approach. However, SG Cowen is can hereby refer making
improvements in this approach to attract large number of candidates to take part in the interview
process. As now, a less exposure was found to be a matter of concern in the undertaken strategy of
recruitment over here.
As the firm has adopted the campus recruitment strategy, this can be quite costly as well as
time consuming procedure. In addition to this, after recruiting the candidates from the from cure
schools, as candidates does not have experience, an organization has to provide them training which
involves high cost (Ellis, Skidmore and Combs, 2017). Another major disadvantage of campus
recruitment is that every time one person will be required for directing, instructing as well as
monitoring new candidates which could lead to decline in working efficiency of firm. It can also
have negative impact on customer services as well as productivity of an organization.

2. Evaluating the selecting practices of SG Cown
Selection is defined as the procedure of carefully selecting the candidates for performing
specific task. It has been analyses from the given case study that the hiring procedure is executed by
SG Cown is well organized and in systematic manner. The hiring procedure of SG Cown includes
two innovative rounds. By executing the hiring procedure, SG Cown has selected few students
from the Universities, These candidates were selected on the basis off their skills as well as
educational background. They were selected as management perceives that candidates those who
have been selected will make their significant contribution in driving an organization towards
success. The recruitment strategy implemented by SG Cown is also effective in context of hiring,
as recruitment procedure has supported management in the identifying the type of candidate
required for performing specific task in an enterprise (Bratton and Gold, 2017).
On the campus round has been conducted by SG Cown . As the interview has been
conducted during the class time, many of the students has not able to give interview. But it has been
analyses from the case scenario, that those candidates who has not attended interview were asked by
recruiter to visit company. After the completion of interview recruiter has prepared detailed notes
on Cvs which is considered to be as good activity as this will provide him ease in making hiring
decision. Students who has not given interview were asked to visit firm on their own expenses, this
act is considered to be as wrong practice of recruiter as this activity can have negative effect on the
reputation of an organization (Waddell, 2018.). Presentation strategy is considered to be as good as
it enables candidates to get information about the company and its business operations. I Think the
hiring procedure of SG Cown is quite effective but still there is requirement of bringing change in
interviewing process. Then the personal as well as interview rounds has been organized by an
organization. This is considered to be as very important in order to judge the knowledge as well as
skills of an individual.
In addition to the above the criterion on the basis of which the hiring decision made by SG
Cown includes leadership qualities, abilities such communication , interpersonal skills etc. In
addition to this, employee are also selected on the basis of their potential to remain committed to an
organization.
Evaluation criterion utilized by an enterprise for hiring candidates includes :
Commitment to an enterprise An organization in order to sustain in highly competitive and
dynamic business entity required such staff those who are highly committed and talented.
Specifically in investment banking sector, where companies are taking high initiatives for recruiting

highly talented and knowledgeable as well as productive people. Candidates selected by SG Cown
will surely get recruitment in leading banks in industry. It is much more crucial for recruiter to
utilized various techniques or strategies for analyzing the candidates' commitment towards
organization, as this strategy will help SG Cown in making the suitable hiring decision.
It has been analyses from the given case scenario that, informational interviews has been
scheduled by SG Cown which is considered to be as a good technique in context of measuring
candidate commitment (Rinne, 2018). The major advantage of utilizing the informational interview
is that , recruit can know more about the candidates which will assist them in making suitable
hiring decision. The another advantage of this informational interview is that it enables two way
exchange of information. This interview technique also enables recruiter to develop the gain the
information about the field in which candidate have interest. Major drawback of informational
interview is that procedure can be quite time consuming. In addition to this, another disadvantage
of informational interview is that existing employees might feel dissatisfied with the selection
procedure, as few candidates might receive an advantage due to their initial informational
interviews.
Interpersonal skills : It is very much important for recruiter to ensure that the candidates selected
by them has good interpersonal abilities, as this procedure is conducted for hiring candidates for
banking company, an individual have to directly deals with the customers. An individual in order to
work in banking sector need to have an effective communication skill which is very much essential
in context of performing their role in effective manner. It can be said that hiring procedure of SG
Cown have focus on selecting the candidate on interpersonal skills which can be considered to be
as good criterion (Collings, Wood and Szamosi, 2018).
Leadership : It has been analyses from the case scenario that SG Cown is finding those people
who are self driven. Recruiter intends to select those people who does not require instruction or
guidance. I perceive is that this is wrong strategy as due to implementation of this tactic , firm might
have to suffer losses and might have to suffer losses. Selecting the candidates on the basis of their
past leadership experience can be considered to be as an effective criterion for making hiring
decision. It can be concluded that leadership as well as initiative criteria played a very crucial role
while selecting prospective candidates (Koch, 2017).
Technical skills and knowledge : Management is also considering the technical knowledge as well
as skills for making the decision related to hiring an individual. This is considered to be as an
effective hiring strategy, as this will help recruiter in hiring those candidates those who cans deliver
professional services to client.

CONCLUSION
It has been concluded from the report that recruitment strategies adopted by an enterprise
have some advantages as well as disadvantage. Study has also concluded that criteria set by
company for making hiring decision is quite clear and effective, but an organization need to adopt
the formal interviewing procedure rather than informational interview. It has been concluded from
the assignment that expert knowledge about the field as well as experience is required by an
individual for conducting selection as well as recruitment procedures . Assignment also concluded
that selection of right method and an appropriate recruitment is very much important as this factor
also have significant influence on existing employees' behavior at workplace. It has been suggested
to Human resources' manager to schedule interview for short time.

REFERENCES
Books and Journals:
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Bailey, C., Mankin, D., Kelliher, C. and Garavan, T., 2018. Strategic human resource management.
Oxford University Press.
Brewster, C., 2017. The integration of human resource management and corporate strategy.
In Policy and practice in European human resource management (pp. 22-35). Routledge.
Ellis, C., Skidmore, S.T. and Combs, J.P., 2017. The hiring process matters: The role of person–job
and person–organization fit in teacher satisfaction. Educational Administration
Quarterly, 53(3), pp.448-474.
Waddell, C.D., 2018. Effective Hiring Process Background Check Strategies.
Rinne, U., 2018. Anonymous job applications and hiring discrimination. IZA World of Labor.
Koch, M.J., 2017. Hiring practices and labor productivity. Routledge.
ONLINE:
Lybrand, S., 2018. Why Recruitment Is the Most Important Business Strategy. [ONLINE] Available
through: <https://business.linkedin.com/talent-solutions/blog/recruiting-strategy/2018/what-is-
recruitment>
Tandon, A., 2018. 5 Ways to Build an Effective Campus Recruitment Strategy .
[ONLINE] Available through: <https://blog.mettl.com/talent-hub/5-ways-to-build-an-
effective-campus-recruitment-strategy>.