SG Cowen: New Recruits

Context of the case Recruitment Process

Dilemma
• Which 2/4 Visit Core Informal On Campus Super
Super remaining
B-Schools Interviews Round Saturday

Chip Rae
Saturda candidates • NYU, • Team • 2 or 3 • Friday
• Director of y to be Chicago, Captains schedules dinner
selected. (Banking (least one and
Recruit Recruiting • Final Columbia,
Recruitmen Cornell, profession open ) speech by
ment Emory, als) to • 2 rounds CEO.
t Stage;
Drive interviews USC, gauge of • 30
• SG Cowen Washingto serious & interviews candidate
conducted
n enthusiast conducted s and 30
(Investmen by top
University, ic by (sr.) bankers
t Banking & bankers. candidate
Notre associates • 5 half-
M&A Natalya Martin Street Dame, s. .
advisory hour
Godlewska Berkeley. • Interviewe interview
services) • Pros: Leadership • Also rs make sessions
Analysis • Pros: Highest experience, accept detailed taken by
GPA, extra-curricular resumes notes. top
multilingual, 4 activities from •3 bankers.
year work exp in • Cons: No noncore candidate • Collective
M&A, can-do business schools s selected Decision
attitude experience, Making
• Cons: Less than uncertainty in
Four perfect English, accepting offer Cultural
fit
Candidates Not a good
Fast
Love
cultural fit technolog
Ken Goldstein Andy Sanchez Learner &
y&
creative
• Pros: Good work • Pros: growth
Hiring
exp, top Entrepreneur, Criteri
performer, good high SATs & a
Demonstrate
interviewer GMATs scores, Willing to d pattern of
feedback enthusiastic, live in NY success
• Cons: Family personable
commitments, • Cons: Low GPA, Entreprene
ur
too mature too committed to
his business
 SG Cowen: New Recruits

Challenges in the recruitment process Framework to follow for future

• Interviewers have differing views on
Differing
Opinions
candidates leading to extended Interviewer Training
discussions.
• Decide on an evaluation criteria
Finding • Ensuring candidates fit the firm's • Understand importance of both technical skills and
Perfect
culture is important but subjective, cultural fit.
Cultural
Fit
may lead to disagreements. Implement structured interviews
• Focus on different competencies like technical
Insights knowledge, leadership, problem solving, cultural fit.
Making decisions
through discussions • A mechanism should be in Evaluation
provide diverse place to manage conflicts.
perspectives and lead • Individual Assessments-Each interviewer fill
to better choices. detailed evaluation form for every candidate they
Recruiting candidates interview.
aligning with firm’s • A balance between • Group Discussions- Conduct discussions to
value can increases candidate’s skills & compare individual assessments.
chances of long term
success.
credentials and cultural fit Arriving at a decision
Natalya should
The be maintained.
slight cultural
Martin Street
has neither
Godlewska
and Ken
differences
(language for required skill set • Use a structured decision making process to build
Goldstein Natalya and or cultural fit.
Andy Sanchez
consensus, ensure all interviewers views are
Recommendations

should be family
hired as both commitments for despite having considered.
have relevant
work
Ken can be
overcome and
the
entrepreneurshi Feedback Mechanism
compensated by p card lacks
experiences,
good interview
their skill sets,
haven proven with
required • Gather feedback from interviewers to improve the
commitment or
experiences their good
performances at
time process.