recruiting/hiring experience. What were the signs that the experience was not going well? Explain So far until now I’ve not had a negative hiring experience. However‚ I was responsible for recruiting volunteers for the International Wikimedia Conference in 2007. We advertised on the most popular online forum of college students and got 159 responses in one month and a half. We didn’t make any selection at first as we felt we needed as many volunteers as possible. The only criteria to be selected
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SG COWEN: NEW RECRUITS | COURSE ID: HRM301SECTION: 04 | COURSE LECTURER:MS. SABIN RAHMAN | TEAM MEMBERSNAME: NAFEES REZAID: 1120277NAME: TAMZID RABBYID: 1130419NAME: ABU HENA MOSTAFA AWALID: 0910373NAME: MD. GOLAM GAUS SOLAIMAN CHOWDHURYID: 0830079NAME: FAISAL AHMEDID: 1010193 | SUBMISSION DATE:27TH FEBRUARY‚ 2013 | 1. WHAT ARE THE KEY DECISION POINTS USED BY S. G. COWEN IN MAKING HIRING DECISION? WHAT IS YOUR EVALUATION OF THE PROCESS USED BY THE FIRM? – 03 2. WHAT IS YOUR EVALUATION
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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
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*Case #1 :* *SG Cowen* The SC Cowen case revolves around the decision to offer potential candidates a job at the firm. The firm has two spots open‚ but they still have four candidates left. Each candidate has certain pros and cons so a trade-off needs to be made by the recruitment committee so that a decision can be made on who to hire. Reflect upon a time you had a negative recruiting/hiring experience. What were the signs that the experience was not going well? Explain My
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I. Overall Comments: The Harvard Business School article gives an overview the vast nature of recruiting by examining the recruitment process of SG Cowen. SG Cowen has a pioneer approach to recruiting therefore they have a quality of associates that is second to none. Their approach to recruiting combines common sense and consistency to recruit the most valuable associates. By changing their tactics from recruiting at only the top 10 schools‚ to recruiting at other non-core schools has given
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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
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What are the key decision points/elements of the recruitment process at SG Cowen? SG Cowen has a very demanding recruitment process for new associates. The process consists of multiple “rounds”‚ begins in the fall of each year and comes to a close at the end of “Super Saturday”‚ which is the final round of the process. On Super Saturday‚ candidates core business schools are interviewed for positions of associates. The key elements of the recruitment process are: The targeting to the next
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SG Cowen: New Recruits Case Write-up SG Cowen‚ is a boutique investment bank‚ was born in July 1998. With the purpose of being competitive in investment bank industry‚ SG Cowen is to attract the highest-quality professional associates among top schools and some from outsides. As other firms in winter and spring every year‚ SG Cowen again is in hiring process to fill a new class of associates. After hiring process‚ there are two spots remaining out of four people in the “maybe” category. Chip Rae
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DILEMMA AT S.G. COWEN S.G. Cowen is an investment bank that is active on Wall Street and that focuses its recruitment activities on the last 15 schools of the top 25 US business schools. After having established a coherent strategy‚ Rae (head of recruitment) sent S.G. Cowen bankers to recruitment events on universities’ campuses to recruit for Super Saturday. Thirty students that had passed the on-campus rounds were invited to the major recruitment event ‘Super Saturday’ at S.G. Cowen‚ New York. The
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SG Cowen Analysis Problem Identification: SG Cowen’s strategy is to recruit the best possible MBA candidates from the top B-schools in the country into their associates program. However‚ unstructured interviewing and hiring processes may not allow for the overall best candidates to be chosen. Problem Analysis: SG Cowen’s hiring process is very challenging to its candidate in order to secure only the best talent available to them. The candidates that are even considered for interviews
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