...1. What is your evaluation of the hiring process used by S.G.Cowen? S.G.Cowen uses the same pattern as the majority of Wall Street companies by making hiring decisions during the early winter and spring of each year so that the new associates can begin in the summer. Besides a full hiring process, the company selects some associates that already worked or are still working to S.G.Cowen utilising, therefore, internal sources of recruitment. First year associates selected internally can be analysts that after three years of collaboration (without attending a business school) are promoted or summer interns that attend a business school and are offered a full-time contract at the end of the internship. The hiring process of S.G.Cowen in terms of new outside associates (that had never worked for the company before) underlies on presentations made by bankers in “core business schools” (for example NYU or Cornell) to inform the students about their work environment and conditions. The aim of these presentations is to make sure that four questions are answered: “who are we, what do we do, what distinguish us from competitors and what are the next steps”. This ensures that everyone receives a clear, complete and similar message from all bankers. The next step is to focus on informational interviews to help them understand how students felt about working in a company like S.G.Cowen. These interviews are highly efficient because they work like a previous self-selection process. Only the...
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...It is also one of the most popular ways of choosing candidates to work within a company. Interviews are carried out with a particular goal or intention in mind. The main goal of an interview is to collect background information on the person or persons that are being interviewed in order to determine whether or not they are qualified for the open position. An interview is also a chance for the interviewee to observe, ask questions about the company, and to see if the company will be a good fit for them. When an interview is taking place it is imperative for the interviewer to always keep in mind that their purpose in being the interviewer is to not only transmit but also to obtain pertinent, relevant information. Preparing a list of topics and questions to ask the candidates can be helpful as well as contribute to the interview process going more smoothly for both the interviewer and interviewee. The questions are most helpful if they pertain to the candidates accomplishments, knowledge, and quality of being able to perform within the position that they are applying for. When asking the interviewee questions, try asking only questions that are open ended. You want the interviewee to have to go into detail, to explain the answer to your questions so that they can give you full, meaningful answers. You do not want the candidate to be able to answer any questions with a simple yes or no. The most helpful questions that you can ask would be...
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...daily basis. In order for me to bring them in for an interview, they needed to complete an assessment that I created with a scoring system. One particular instance is when a potential candidate scored a 92% on the assessment, the highest I have ever seen on this rigorous test. I called him in and scheduled an interview for the very next day. I brought in the owner of the company on this interview because I felt the need for this and that I believed that we would hire him on the spot. I waited in my office and the candidate came in on time, introduced himself, and the interview began. Looking at his hygiene, he had a beard that scared me, his finger nails were long, and I smelt his body odor from a distance. He had all the right answers and was very confident in what he could do for our company. He dressed the part and was ready to start immediately. I called in the owner and introduced him to the applicant, and the owner says, “Wow, (cough cough) you understand this is a job that you will have to interact with customers on a daily basis, correct?” The applicant replied, “Yes of course.” The owner could not stand to be in my office and left immediately. I told the applicant we would be in touch if we decide to move further. I walked into the owner and asked his opinion of the candidate. He laughed and said to me, “well, if we hire him, do we need to build a bathroom near his office so that he could take a shower every day at work?” I understand the ethical safeguards...
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...Intro: In the past three decades, the technological explosion has taken society to places we never dreamed would be possible. In today’s world, with one click of mouse one can do so much! Whether it is purchasing a vacation, buying and trading stocks or chatting with friends around the globe, we are able to do all of this from the comforts of our own homes. The Internet has provided a life that is a significantly improved version of what was available in the past. The Internet has touched almost all aspects of daily living including the area of employment. Whether one is looking for a new position or one is looking to find a new employee the Internet has made the search much more exact and far reaching than ever before. With the ability to post jobs online and the ability to search for employment throughout the world without ever leaving home has made the Internet one of the most popular recruiting tools in world history. From The Recruiters View: For many years recruiters and employers relied solely on the actions of the people. You would find most companies putting...
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...Case analysis : SG Cowen – New Recruits 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? SG Cowen utilized a well‐developed, tiered process to make hiring decisions on potential candidates. SG Cowen first conducts informational sessions at on‐campus recruiting events to describe the firm, its benefits and steps in the recruiting/hiring process. They use these first‐round interviews, in advance of the formal recruiting process, to assess how serious candidates are about the opportunity. SG Cowen then reviews the resumes submitted by interested students and holds open, on‐campus interviews. The firm also selects some of those interested students specifically for closed interviews. The pool of initial candidates is narrowed down to a few candidates through a second round of on campus interviews. The first key decision point for SG Cowen is to select candidates who are best qualified to make it through the “Super Saturday” final selection process in New York City. Recruiters focus on identifying candidates that possess the skills to succeed in the company’s day‐to‐day operations and have the personality to fit the organization’s culture. During the Super Saturday event, the thirty candidates are each interviewed by five senior bankers. Following the interviews, the senior bankers gather to determine which candidates should be extended offers. At this final key decision point, the recruiters...
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...Recruitment Strategy and Job Offer Process Paper Jami Kellogg HRM/548 August 10, 2015 Victoria Jones Recruitment Strategy and Job Offer Process Paper Recruiting strategies vary by job position available, what candidates do the company want to attract, and how can these strategies bring in long term employment for the company. No one strategy will fit in every area, so the Hr department must come up with a strategic plan that can be altered easily to fit the needs of the company at any given time. When it comes to filling positions for business, education or engineering each are completely different from one another, but hard to fill and hard to keep filled. Each strategy will need to fit each area to attract the best person for the job. Educators are not hard to come by, but the turnaround is high because the incentives are not there. When it comes to recruitments strategies for hiring educators there needs to be incentives that entice the person to want to become a part of the team for that school. The strategies that the HR department can use to attract candidates for this position are higher benefits and supplement packages. “In general, teaching salaries tend to be low, so it’s important to let potential applicants know what else your school offers. Make sure your advertisements feature information about health insurance, salary supplements, and retirement benefits.” (WikiHOW, n.d.). Job fairs and widely used advertisement is also a great strategy when it comes to...
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...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 universities. In the process of campus recruiting - Rae tries to match up alumni with their own school and also reduced the time and effort on making presentations and focused on the informative talk with applicants. So it helps for applicant better understanding of what really have to do in that job position and can get real advice. Super Saturday – I think the purpose of it is good, but it is a little wasting process. Actually it costs a lot and takes too long so bankers are usually tired and distracted when final decision making. So I suggest it should be more simple and less exhausting process for example, just using the weekday’s dinner time not to sacrifice bankers’ Saturday that discourage them to assess candidates. 2. What is your evaluation of the criteria...
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...importance of fit to Outback Steakhouse. Maintaining and keeping a competitive edge weighs heavily on the innovation and strategic planning of an organization. What makes these organizations supersede their competitors? Gaining competitive advantage results in greater performance, increased production, larger sale volume and retention of satisfied customers. So the product or service, which enables organizations to generate competitive advantage, has to be uniquely different from its competitors; it has to be original, totally innovative, and “outside the box”. Outback Steakhouse competitive advantage is the result of the customer service offered through the employees that it employs. As the saying goes, “Good food gets them there, but customer service brings them back.” Investing in its people gives Outback this differential advantage. Outback Steakhouse realizes employing the right people is vitally important to the success of its operation. These individuals employed, must share in the culture, values and drive for quality service that the company promotes. Customers expect quality service, dished up with a smile! Hiring and training employees is very expensive and time consuming. By not ensuring a sound method of identifying the perfect fit, company’s profit are lost. Retention is key! Emphasizing consistent high-quality food and service is the strategy Outback uses to differentiate itself from competitors (Outback.com). They seek quality candidates who are...
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...TCS/ Chennai/ 2013-15 | | |2) Auto/ Tata Motors/ Delhi/ 2011-13 | | |LinkedIn Profile Link, if any |https://in.linkedin.com/pub/siddhartha-dhar/52/3a7/88b | |Pagalguy Handle, if any |@sunnyda59 | 1. What makes you a right fit for the Great Lakes PGPM Admissions Committee?(~ 300 words) I firmly believe the statement right fit depends on one’s ability to work hard and harder towards the task assigned. As part of admissions committee, I believe the huge responsibility of assisting in the career building process of many prospective candidates is a daunting task and as quoted by Stan Lee “With great power comes great responsibility” I will like to use the resources available in hand to help reach out prospect students via pagalguy and assist them, since being an old pagalguy...
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...In recent months Canada has lost several well known retailers. This reshaping of our retail landscape has presented us with an opportunity and a challenge all wrapped up in a not so easy to open package. This opportunity, is a much larger candidate pool to hire from growing. The pressure on candidates to stand out is tempting them to embellish their resumes. The challenge, is how to spot the embellishments. Approximately 80% of every resume you have and will receive has embellishments of some variety. These range from elevated titles and include qualifications that haven’t been completed, to wrong dates of employment or listing a false membership to a professional association. Did you know, that one-third of hiring managers have seen an increase in resume embellishments in recent years, only fifty-eight percent of hiring managers said they catch the lies. These statistics are from a survey, that was conducted online by Harris Poll and included a representative sample of 2,188 hiring managers and human resource professionals across industries and company sizes. 1270 out of almost 2200 hiring managers caught the lies, FRIGHTENING!!! There are certain embellishments candidates try to slip past hiring managers more frequently than others. According to employers, the most common lies they catch relate to the following: • Embellished skill set – 57% • Embellished responsibilities – 55% • Dates of employment – 42% • Job title – 34% • Academic degree – 33% •...
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...MANAGEMENT Course Code Level of Study YEAR3 Mode of Attendance EVENING Assignment # 2 Submission Date 30/09/2014 Due Date 29/09/2014 Student Signature Question Examine five criteria for effective selection. CRITERIA OF SELECTION Human recruiting is another important aspect of the human resource management in the strategic fit aspects especially. The HRM function being a department on its own and being expected to come up with competitive strategies, the recruiting exercise is vitally important and determines or rather would determine the stand of the entire organization. The need for new recruits comes when a vacancy has been created and the recruiting is s no place is left vacant. The Human resource management is not only responsible for handling the human factor in the organization but also the responsibility to bring in the ones that are deemed worthy to fit the organizations’ cooperate goal. The biggest mistake made in recruiting has directed a lot of organizations’ to their ruin. Pulakos D E (2005) clearly says that organizations’ have spent and invested a lot of their resources in trying to recruit the best candidates and this has become a war of who gets the best because by the end of it all the one with the best players gets the competitive advantage. This actually has made the human factor be seen as an important aspect of the organization and results have been visible. Joshi M (2013) defines recruitment as the first stages in filling the vacancies...
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...How to Write the Perfect Resume By Vivian Giang and Melissa Stanger | Business Insider – Fri, Nov 30, 2012 10:30 AM EST * Email0 * * * Share27 * * Print It takes recruiters an average of "six seconds before they make the initial 'fit or no fit' decision" on candidates based on resumes, according to research conducted by TheLadders. With this kind of competition, you need to have a flawless resume to get through the screening process. We write a lot about resumes — what to do, what not to do — so now we're introducing a guide to crafting a curriculum vitae that will get you into the interview room. However, these rules are general advice we compiled from career experts. Everyone should tailor their own resume depending on the industry they're in and the position they're applying for. Tailor your resume to the specific position you're applying for. elizabethdaniellephotos / statigr.amYou're basically selling yourself on that piece of paper, so mold the information to reflect what your potential employer is looking for in an ideal job candidate. This is different depending on your industry. Miriam Salpeter advises in U.S.News & World Report that candidates should study the company's web site and "look for repeated words and phrases, taglines, and hints about their philosophical approaches." Then, "mirror some of their language and values in your resume." Put your name and contact info at the top. Business InsiderThis sounds simple...
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...separate retail websites for United States, United Kingdom & Ireland, France, Canada, Germany, Italy, Spain, Australia, Brazil, Japan, China, India and Mexico, with sites for Sri Lanka and South East Asian countries coming soon. Amazon also offers international shipping to certain other countries for some of its products. In 2011, it had professed an intention to launch its websites in Poland, Netherlands, and Sweden. An Austrian website operates as part of the German website. Amazon.com has a high turnover rate, Even so, Amazon.com ranks only second among Fortune 500 companies with the highest employee turnover rates. This could be a bad thing but it can also be a good thing. One of the things I will do during my research is discover what kind of impact that this has on Amazon.com I...
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...as a medium to shortlist from a pool of candidates. We would like to discuss few tips which one can give you an edge when it comes to resume. Resume: Do’s and Dont’s. Before you start work on your resume, review free resume samples that fit a variety of employment situations. These resume examples and templates provide job seekers with examples of resume formats that will work for every job seeker. Don't just copy a resume example that you like. Instead, choose your resume very carefully. Review resume examples, choose a type of resume that highlights your strengths and achievements, review what information to include in your resume, and review a typical resume format. Remember, your resume needs to impress the hiring manager enough so you get the interview. That means it needs to be perfect. 1. Keep it simple 2. Be honest 3. Follow the format: Latest in first out. Career objectives should not be copied. They should be in sync with the company objectives. One needs to be clear with his/her objectives when it comes to finals. Highlight the projects done and try to portray your learnings from the same, Companies look for ability to learn, try to portray that you are a manager who is open to learn new thing. Customize your objective, customization does not mean embellishing it. It means customizing as per your aspirations and what do you expect to achieve in the future. Your resume should reflect your interests in the field you desire to work. There is difference in...
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...people to sit face to face and speak with someone who has the key to their success in getting this position in their hand. Of course the interviewee wants to show that they are the best fit for the job and want to do everything in their power to make sure they have a fighting chance. While the interviewer has the responsibility and job to find the right person for the job. Doing all the research Sitting in interview after interview can be overwhelming for both parties but in the end, the goal is to find someone that will dedicate their time, effort and commitment to being the best they can be in the role in which they applied. When I was a supervisor a couple of years ago at a movie theater, one of my jobs were to sit in on the interviews and help with the hiring process. Interviews are never the most exciting but the goal is to be as professional and as friendly as possible. You never want the interviewee to leave feeling uncomfortable or violated in any kind of way. If my supervisor set me in place to hire a new, full-time administrative assistant for my job, I would put out an advertisement that is straight to the point on what I am looking for. I want to make sure the person applying for the position understands in advance what the job requires and if they feel as though they would be a good fit for the position, I want them to feel welcome to apply. Job Posting: Administrative Assistant Description The Administrative Assistant supports the managerial staff by performing...
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