SG Cowen: New Recruits
2011120259 정유진
1. What are the key decision points used by S.G. Cowen in making hiring decisions? What is your evaluation of the process used by the firm?
Key decision points:
Paying more attention to the next 15 universities in the top 25 - They used to compete with big firms like JP Morgan and Goldman for recruiting new employees, but it was hard to get the best students from the best schools. Because competitors got most of the best students with huge recruiting budgets, brand names and much larger hiring needs. So they decided to extend candidate schools’ boundary to compete big, giant competitors. They could even find good candidates who have high loyalty, commitment, and cultural fits from next 15
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So we need to check how much this candidate will be committed to the firm.
Judgment and Maturity: I think there are a lot of situations in international banking where bankers need to use their judgments to make a decision. So, IB gives employees a lot of authority and want them to use it wisely.
Interpersonal Skills: Especially when dealing with clients, these skills are really important. Also, SG Cowen consider ‘cultural fit’ a lot when they hiring people therefore maybe most of the employees of SG Cowen have similar characteristics or cultural value so, to get along other employees, Interpersonal Skills are important and it should fit to the firm culture.
Leadership: “Wall Street does not give enough time to people to develop slowly” and “We want the type of person here who doesn’t need to be told what to do. We want the self- starter”. With these saying, we can know that they need people who are independent and managing by themselves. But I think it is difficult to figure out one’s leadership ability.
Technical Skills : Since they are focusing on Health care and technology, candidate who can understand not only banking knowledge but also technology in these industry are more competitive.
Work Ethic : I think it is the most basic criteria when choosing people. Everything should be done right in right way.
3. Which two candidates would you select if you were a member of the recruiting committee?
Among 4 candidates, I think Natalya Godlewska and Andy
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As a human resources manager, the primary task is to ensure that only the best candidates are called for interview. In essence, academic credentials are not enough to determine a candidate’s suitability. During the interview, it is important to ensure that the applicant has required skills to meet the firm’s objectives. For example, a given person might have the best academic qualifications as per the job’s description but lack other important aspects such as ability to work in the team and good communication skills. During the interview, such traits should be noted to disqualify applicants who cannot meet fundamental requirements of a team player.
Leadership is both an inherent value and is forged overtime. Inherently, some people are born good leaders and intrinsically have good values imbedded. Leadership traits can be honed and developed overtime; you never stop learning to be a good leader. Leadership is the cornerstone of all successfully run organizations and is what drives stewardship to successfully carry on the organizations mission statement. Throughout one’s life experiences, they come across some great leaders and some not-so great leaders. Those life experiences transcend one to become a better leader through experiential circumstances.
Judgment and decision skill will match up with work experience, retail knowledge, biodata, the applicant exam, and conscientiousness.
3. Personally credible. Expert in both HR and commercial issues, and takes a professional approach.
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When we say LEADERSHIP, a lot of factors are associated to it. It has a lot of dimensions and one cannot simply inherit it.We need to get exposed to a lot of dimensions in order to acquire those.
These are some of the top skills I have found to be most important to employers that
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Leadership is defined in Webster’s Dictionary as the “action of leading a group of people or an organization.” Leadership is also the ability to set trends, inspire, motivate, and sway others to produce desired results. There are different styles and ways of performing leadership and a good leader has the ability to take ordinary people, put them all together, and hopefully yield successful results. For organizations to have sustained results from their performance there must be a good balance of business insight, technical and interpersonal skills, and good team dynamics. A leader must know how to use all these areas as well as trust and communicate with their people in
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2.i would based it on their performance and the criteria i established.he should be a good listener,a great leader and a good problem solver. i can determine it based on his records in the company and on his performance.