Sg Cowen
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 the discussion went smoothly. - The job interview lasted more than the scheduled time. - I was introduced to the other team members. - The interviewer spent time answering my questions. They told me many details about the job duties, responsibilities, company culture, workplace environment, etc. - The interviewer asked for my references. - They did not answer phone calls during the interview.
On the other hand, I felt that the process was not going well when: - The job interview lasted less than the scheduled time. - The interviewer was not interested in your talking: did not smile while talking to me, kept looking at his watch when I was not looking, looked bored. - The interviewer did not ask detailed questions. - He or she did not look friendly. - They shake my hand coldly with no eye contact. - He or she did not mention the next interview stage – wanting you to call the secretary. - The interviewer mentions that he already has other good candidates.
2. What are the key decision points and the decision process used by the company to make its hiring decisions?
Cowen looks for loyal candidates with a strong cultural fit as well as people who are fast learners since “Wall Street doesn’t have the patience to allow someone to develop slowly”.
Cowen has three different methods to recruit its candidates. People who had employed as analysts could be promoted to associates at the
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 the discussion went smoothly. - The job interview lasted more than the scheduled time. - I was introduced to the other team members. - The interviewer spent time answering my questions. They told me many details about the job duties, responsibilities, company culture, workplace environment, etc. - The interviewer asked for my references. - They did not answer phone calls during the interview.
On the other hand, I felt that the process was not going well when: - The job interview lasted less than the scheduled time. - The interviewer was not interested in your talking: did not smile while talking to me, kept looking at his watch when I was not looking, looked bored. - The interviewer did not ask detailed questions. - He or she did not look friendly. - They shake my hand coldly with no eye contact. - He or she did not mention the next interview stage – wanting you to call the secretary. - The interviewer mentions that he already has other good candidates.
2. What are the key decision points and the decision process used by the company to make its hiring decisions?
Cowen looks for loyal candidates with a strong cultural fit as well as people who are fast learners since “Wall Street doesn’t have the patience to allow someone to develop slowly”.
Cowen has three different methods to recruit its candidates. People who had employed as analysts could be promoted to associates at the