SG Cowen
SG Cowen – Case 1
1. Only once I had a negative hiring experience. I applied for a sales job for a credit company. The process was less common than any other hiring experience I ever had. The interview was a group based interview and two managers were interviewing us. Since it concerned a sales job they searched for dominant, easy speaking and convincing employees. The managers tried to intimidate the group to test how we would behave under such pressure. There was a round in which we had to present ourselves in a limited time as well as a round in which we had to sell something in a limited time. Additionally questions were all situational. At the beginning of the interview I was indeed a little intimidated which made me a little overwhelmed, consequently I was a bit shy in answering questions. This was a very strong sign and even though I regained myself a little during the interview, it was not enough. I think that the answers were good but the way I interacted and presented myself was not good. I did not catch on any other signs. Eventually, I received feedback from the manager that confirmed this.
2. The starting point of SG Cowel is the criteria that the applicant has a fit with the company and its culture. This indicated a strong focus on personality criteria. I believe that this is the most important criterion, however it is not a stand-alone criteria and therefore other criteria must be met as well.
The other criteria that are formalized on the evaluation forms seem to cover a wide range of the factors that are given in the framework. The form covers background and personal factors, but focuses mostly on personal factors such as personality and motivation. In overall I believe the criteria are well selected and match the company’s wants. However, the criteria are quite subjective and could cause large disagreements in making hiring decisions. Also there should be more room for notes to explain the “why” of the scores.
3. My first choice would be
1. Only once I had a negative hiring experience. I applied for a sales job for a credit company. The process was less common than any other hiring experience I ever had. The interview was a group based interview and two managers were interviewing us. Since it concerned a sales job they searched for dominant, easy speaking and convincing employees. The managers tried to intimidate the group to test how we would behave under such pressure. There was a round in which we had to present ourselves in a limited time as well as a round in which we had to sell something in a limited time. Additionally questions were all situational. At the beginning of the interview I was indeed a little intimidated which made me a little overwhelmed, consequently I was a bit shy in answering questions. This was a very strong sign and even though I regained myself a little during the interview, it was not enough. I think that the answers were good but the way I interacted and presented myself was not good. I did not catch on any other signs. Eventually, I received feedback from the manager that confirmed this.
2. The starting point of SG Cowel is the criteria that the applicant has a fit with the company and its culture. This indicated a strong focus on personality criteria. I believe that this is the most important criterion, however it is not a stand-alone criteria and therefore other criteria must be met as well.
The other criteria that are formalized on the evaluation forms seem to cover a wide range of the factors that are given in the framework. The form covers background and personal factors, but focuses mostly on personal factors such as personality and motivation. In overall I believe the criteria are well selected and match the company’s wants. However, the criteria are quite subjective and could cause large disagreements in making hiring decisions. Also there should be more room for notes to explain the “why” of the scores.
3. My first choice would be