SG Cowen: New Recruits

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SG Cowen: New Recruits Student’s Name Student ID Professor’s Name Date of Submission There are various key decision points that are used by SG Cowen when making hiring decisions. The decision points involved in the informational interviews is whether the candidate seems interested with the company by taking the self-effort of visiting the company’s offices. The key decision point in this stage is whether the candidate is a self-starter or an entrepreneur. A candidate needed to have a background as an entrepreneur. The key decision points considered in the on-campus round is whether the candidate had the required set of skills for the job. It also determined whether there was a cultural fit between the job candidate and the organization. The other key decision points in the Super Saturday stage is whether the candidate has shown success in the past life, whether the candidate will love working at S G Cowen and whether the candidate will be loyal and committed to the company. The job candidates were required to have good interpersonal skills, be good team players, show maturity in making judgments, have strong technical skills and finally be flexible and versatile. The process use by SG Cowen will be evaluated as follows. S G Cowen hires associate from a pool of summer interns, outside hires from business schools as well as analysts who have been with the company for three years. This talent pool is wide, and it can assist this company to get the best candidates for the associate positions. The informal interviews give an advantage to the core schools and are therefore biased since the none core schools do not benefit. The on-campus round process

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