CASE STUDY of SG COWEN

•OBJECTIVE WHICH IS INCLUDING QUALITY OF EMPLOYEES AND JOB performance

•STRATEGY DEVELOPMENT WITH THE ANSWER OF THESE QUESTIONS:
Whom? Where? When? RECRUITMENT OBJECTIVES AS SOURCES MESSAGE ABOU JOB
•INTERVENING ABOUT OFFER, ATTENTION AND KNOWLEDGE OF CANDIDATES However, it is a
just general approach to view HRM processes of the company. Probably these steps are same in
all the firms. So if we need to go on more staffing side of the reviewing, we would prefer to
analyze the SG Cowen New Recruits Case Solution in the Bottom-Line Chronology on Staffing. It
starts with the defining the job with a focus on job specifications (competencies) compatible with
strategic goals and executing these goals. In the last lesson also we went on the importance of
descriptions so it is essential to structure what kind of job requirements needed according to
specifications.
Second step of Bottom- Line Chronology is recruiting from a broad pool of candidates. Later
it is moving on using valid initial screening devices, doing background and references
check using behavioral interviewing technique with structured format or independent
multiple interviewers asking behavioral questions. Using weighting scheme for information
and extend an offer are the final steps of that chronology. In the book it is mentioned that
effective selection requires effective recruiting. But it is also sure that the recruiting should
be done only when the organization has determined which KASOCs or competencies are
required to execute strategic goals.
CASE ANALYSIS ACCORDING TO THE CONCEPTS AND MODELS IDENTIFIED
We decided to analyze SG Cowen New Recruits Harvard Business Review first with "The
Organizational Recruitment Process". In the case study of SG Cowen New Recruits which we have
read, these processes are exactly fitted. It starts with objectives of company, they want to go on
healthcare and technology sector, and they would like to create a team for it. The objective as
clear which is written in the case: "Banking depended on deep knowledge collected through its
equity research team, highly regarded for its coverage of both health care and technology".
In development steps, we could see the answers of who, where, and when. Who: As we have
said before they are collecting some candidates from various business schools. They are giving
one captain to students who have bank background. It shows us they are caring of the quality.
Where: At Super Saturday. Super Saturday is a day of the year where they can meet with
applicants and starts evaluation process.
When: It starts Friday afternoon with dinner and cocktails, continues on Saturday with some
sessions.
As recruitment objective, it is certain from SG Cowen New Recruits Case pdf that firstly they are
going to universities for to present company, as a defining objectives and steps of company they
are giving the message to applicant the concept Intervening is such as looking educational,
business backgrounds of applicants. They are going on their leaderships skills as well. As we can
see from the papers which was made by interviewers we could see the abilities they are looking
for.
Finally, recruitment results are focus on last four persons: Andy Sanchez, Ken Goldstein,
Martin Street, and Natalya Godlewska. If we could detailed the analyzing with the process of
Bottom Line Chronology on Staffing -which we believe need to be- that we mentioned at previous
part, we need to focus first job competencies.
The problem occurring here is that we could not be able to see, competencies and job
description from the beginning to end of the case. Every HR manager comes with different
requirements. Whereas one manager wrote the interview paper of the candidate, she
didn't have
financial background, other HR manager can say that it is not needed. Even the company CO
has legal background as well. They are continuing with the importance of communication,
leadership, management. But still we need to specify clearly what kind of skills needed for that
job. O*NET is very good example about that topic and also with that SG Cowen New Recruits excel
as well.
As we have seen in the class and the inside of the book, O*NET is clearly describing who is needed
to be hired. KASOC (knowledge, abilities, skills, and other characteristics) is the competencies
After making it clearly described, it could be easier to focus on some candidate test and results
for fair and fast selection. After this part, we will mention more about the other problems and
solutions about it.
For this step we can summarize as, HRM level requires initial planning for all management
process. In HRM it is important to have good plan at recruitment process, staffing is very
important to create satisfied employers all around the company starts with selection best profiles
for company. If we look the model of organizational recruitment process, every company
usually has the same structure.
But to understand company better and to have best employers around the company
needs some more tools. And these tools only could be selected by the company, which
knows their needs more than somebody else out of the company
MAJOR PROBLEMS IN THE CASE
We identified some critical aspects in the hiring process led by the bank. We can
classify them according to three specific areas:

Job analysis and recruiting:

 •Job descriptions (task, responsibilities, and duties) and job specifications are not
specified, so it’s not clear for instances which are the skills required to assume the work position.
•It’s true that from the Casementors is quite clear the intention of the company to look for
people according on their behavior’s characteristics more than on their skills, but when
they are speaking about Andy Sanchez they are quite focused on the numbers about his
business school GPA (there’s acontradiction).
•Since there are no well-defined parameters, the hiring process is harder because every
candidate have some pros and some cons and so it is more complicated deciding which of
them hire.

Competencies
•People involved in the judgment of candidates are not HR professionals but they are
bankers who have only the technical point of view. The point of view of the HR
professionals is There could be a big problem with the interviews conducted by the team
captains in the core schools, in fact they could be misdirects in the process due to personal
preferences emerged during the interviews.
•There is no a common and fair method to know the student from core and non-core schools in
the same way.
•The bankers at the Super Saturday are there during their free time, so they want to conclude
the task as soon as possible, and they are very confident about they are able to do that, but
actually every time there’re strong disagreements that make the process longer. Due to the last,
their decisions could be influenced by their annoyed mood and their will to finish the meeting
early.
•Super Saturday is an activity that has to be completed in just one day and this is a too short time
for accomplish this task that is a core task of the bank (“our most priority”).
•The bankers should assess candidates according to an overall company judgment without give
to their work group a key role, but obviously, since each banker is focused on his own work, this
goal is really difficult to be achieved