P R E S E N TAT I O N

SG COWEN:
N E W R E C R UIT S
HUMAN R E S O U R C E MANAGEMENT
 Parent Company-
So ciete Generale

Established in 1864
France based International
Cowen &
Bank
Assets over $430 Billion as of
Company
December 2000
Interest in Investment C O M PA N Y
Banking- CHARM Banks
SG Cowen Born when
PROFILE Top tier Research and
Equity Sales and Trading
SG purchased COWEN &
Investment Banking and
COMPANY in July 1998
M&A Services
Highly regarded Equity
research team
 NEW HIRE STARTED TO ASK FOR SPECIAL
1
Reflect upon a CONSIDERATION, INCENTIVES, AND FLEXIBLE
HOURS.
time you had a
negative 2
THERE WAS ATTENDANCE ISSUE. ARRIVE LATE
AND LEAVE EARLY. LACK OF INTEREST IN
recruiting/hiring WORK.

experience. What ALWAYS TRIED TO WASTE TIME IN NON

3
were the signs the PRODUCTIVE ACTIVITIES AND TOOK MORE TIME IN
LUNCH BREAK.
experience was ALWAYS TRIED TO GET EASY WORK AND LEFT
not going well? 4 THE DIFFICULT WORK FOR OTHERS.
POOR ATTITUDE TOWARDS OTHER CO-WORKERS.

USING SOCIAL SITES AND LISTENING PERSONAL

5 PHONE CALLS DURING OFFICE TIMINGS.
What are the Which schools should be targeted as core schools?
Will they be committed and be loyal to the
key decision Do they demonstrate a pattern of success in their
company?
past life?
points used by How many positions are available to be filled?
S.G Cowen in How many of the positions need to filled
from summer interns and college hires?
making hiring How many rounds of interviews should be
done?
decisions? Is the candidate interested in the company?

Does the candidate have the required skill set for

the job?

Is there a cultural fit between the company and

the candidate?
W h at is your evaluati on of the process used b y the
fi rm?
SG Cowen hires three kinds of candidates for Associate
positions:

Analysts Summer interns B-School Hires

Have completed their three Freshers, last year/ penultimate New outside hires from
years at firm and do not have year students pursuing premium business
any business school education. bachelors schools
or masters degree
We believe that this is a wide talent pool and gives SG Cowen the opportunity to select the best candidates for the
associate positions. Hiring from the analysts makes the recruitment easier process because candidates have been with
the firm for three years. They have a better understanding about the firm and have proven their cultural fit.
 Evaluati on process:

They hold their They looked for Writing down Making sure
interviewers the right people comments and that
responsible for the with attitude to making extensive candidates are
quality of candidates work at SG Cowen notes about relaxed and
they bring thus and were willing to candidates made comfortable
ensuring that only go the extra mile it easier to before super
the best candidates to create jobs for recollect and Saturday
come to the firm. them if required. discuss about
their abilities.
EVALUTION ON
IN MAKING
CRITERIA
HIRING
DECISIONS
J U D G E D O N T H E F O L L O W I N G PA R A M E T E R S -

C o m m i t m e n t to fi r m

Judgment/Maturity

I nte r p e rs o n a l skills

Leadership

Te c h n i c a l skills

Wo r k E t h i c
REASON FOR
SELECTING NATALYA Selection
GODLEWSKA of
4 ye a rs of i n d u s t r y e x p e r i e n c e in
m o d e l i n g s o ft wa re for M&A fi r m
" C a n - do" atti t u d e
Candidates
S e r v e d a s g r a d u a t e t e a c h i n g a s si sta nt
i n fi n a n c e p r o g r a m at Cornel.

A m b i ti o u s a n d re a d y to w o r k h a r d

S e c u r e d h i g h e s t G PA i n F i n a n c e
Dept.
REASONS FOR
SELECTING ANDY Selection
SANCHEZ
S e r v e d for 4 yea r i n t h e militar y
L e d a r e s c u e o p e ra ti o n i n B o s n i a
of
Te a m P l aye r Candidates
D y n a m i c Pe rs o n a l i t y

C o n fi d e n t a n d a rti c ul ate

A m b i ti o u s a n d re a d y to w o r k h a r d
 THANK
YOU!
1. DM241006 ADITI SHARDA
2. DM241035 JAIDEEP THANAGE
3. DM241036 JAY JAIN
4. DM241065 RITISH BATRA
5. DM241066 RUSHIKESH DALE
6. DM241094 YASH GUPTA
7. DM241005 ADARSH JALAN

WEDNESDAY
NOVEMBER 16 2022