HRD CASE ANALYSIS 1. SG Cowen: New Recruits SG Cowen is a firm which was born when Société Générale bought Cowen and Company in 1998 and is mainly rooted in Boston. Its main interest is to focus on emerging growth companies in two volatile but highly profitable areas‚ health care and technology. The case is mainly about the company’s recruiting issues. SG Cowen has not invested on ‘On campus recruit’ because they didn’t have enough money to spend on that like other big competitors‚ JP Morgan
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Chip Rae‚ director of recruiting at SG Cowen‚ had been involved in a hard time to make a decision. He had only two offers to be given out‚ but the amount of remaining candidates was four. Meanwhile‚ not so much time had left for him and his recruiting team members‚ who were all very tired after a serious of marathon-recruiting processes in the past two days. From my opinion‚ all the four candidates have a strong background for them to enter whatever well-known investment banking companies
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Case Preparation Summary – SG Cowen Short-Cycle Summary SG Cowen‚ an investment bank‚ is in the process of hiring a new class of associates. In this process‚ there remain two available positions‚ and Chip Rae‚ the Director of Recruiting‚ and a group of 30 bankers have four candidates to choose from. The group is having a hard time deciding how they will extend the offers‚ primarily due to their different opinions based on an evaluation system that allows biased and inconsistent feedback. The time
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SG Cowen: New Recruits There were several different key decision points used by SG Cowen in making hiring decisions on each stage of recruiting process. During the informational interview‚ team captains assigned to each schools weren’t particularly evaluating possible candidate. However‚ it did served two purposes: - To gauge some candidates are more serious and enthusiastic than others - To give candidates chance to learn more about the firm and industry before the interview that they will
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“SG COWEN: NEW RECRUITS” CASE STUDY MAJOR FACTS IN THE CASE SG Cowen is a financial firm in the U.S. that is running a hiring process‚ conducted by Chip RAE who is the director of recruiting at SG Cowen. The case shows the modality through which the hiring process for new outside associates‚ which begins in the fall‚ works. The company has different sources of recruiting associates: some analysts can be promoted to first-year associate after being
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Selecting the Candidate for Extending a Job Offer at SG Cowen The recruiting committee of SG Cowen is facing an important decision in regards to selecting two persons from the pool of four remaining candidates after all definite “Yes” and “No” have been identified. Being the member of the Super Saturday hiring group from the company I would have to make a decision that would have a dual effect: * Being an associate of the company I am vested in its success which depends in a great degree on
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S G Cowen New Recruits Case Write Up --- Group 7 Section B By: Sahil Saini Sahil Satiya SambhavTayal Saurabh Mishra 3/15/2011 Abstract The case of SG Cowen basically deals with the recruitment process followed by the company. It deals with the various stages of hiring process followed by the company in order to satisfy its increasing demand for talented associates. Since the company was expanding and was looking forward to extend into new horizons hiring was an important aspect
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S.G. Cowen Case Assignment The firm originates from the purchase of Cowen and Company by French international bank‚ Société Générale‚ in 1998‚ thus merging into S.G. Cowen. As stated by their CEO‚ Kim Fennebresque‚ the investment bank focused predominantly on emerging growth companies in two volatile but possibly highly lucrative industries‚ healthcare and technology. The company is looking to recruit‚ from a wide range of candidates‚ for its associate program. The recruiting director‚ Chip Rae
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January 17‚ 2013 New Recruit Analysis In the negotiating exercise of the “New Recruit” I played the role of the recruiter. My objective was to offer a job to a highly qualified job applicant at a price that was beneficial to the company I represented. The negotiation initially was between the job applicant Chris Martin and my colleague “recruiter #2”. The applicant and recruiter #2 had agreed on three of eight items. At this time I joined the negotiation. My arrival instantly changed
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Negotiation: New Recruit Role of Candidate 1. What issues are most important to you? 1. Salary ‚ 6000 points‚ range $110‚000-$90‚000‚ decrement of $5000 or 1500 points. 2. Signing Bonus‚ 4000 points‚ $25‚000-$5‚000‚ decrement of $5000 or 1000 points. 3. Moving Expenses Covered‚ 3200 points‚ 100%-60%‚ decrement of 10%=800 points 4. Division‚ 2400 points‚ A-E‚ decrement of 600 points 5. Starting date‚ 2400 points‚ Aug 1-June 1‚ decrement of about 15 days=600
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