Case Sc Cowen

The case SC Cowen revolves around the decision of how to recruit new workers at the firm. There are only two spots available, but potential candidates are four. So it comes to choosing the two most promising candidates according to their characteristics (careful analysis of their pros and cons) and on the basis of the selection criteria, which will lead to a decision on who to hire.

1) My first experience of negative recruiting was when I applied for a part-time job for an accounting firm. After analyzing my academic curriculum, I had an interview with the recruiter. Since the beginning of the interview I realized that I was not in the right place. I answered his questions in the best way, but it looked like he was forcing the conversation to make me take a false step. In fact, he asked me questions that had no connection with my application for employment, and he did not seem to have any interest to my academic career. They refused me saying that I did not have the characteristics suitable for the job. I was very disappointed about this, but I suppose I should try to improve the way I interact with people.

2) COMMITMENT TO FIRM: almost all firms without exception would want to recruit for the long term. Especially in the current scenario in the investment banking industry where firms are fighting for talent and given that SG Cowen's employees would be wooed by the top banks, it makes all the more sense for the firm to measure candidate's commitment to the firm. As SG Cowen is offering an informational interview I think it is a good way of selecting candidates on the basis of commitment to firm by judged the candidate's profile, interest and lot others.

INTERPERSONAL SKILLS: given that SG Cowen is a boutique Investment Bank, associates would be involved in a high level of exposure to clients. They need to be well versed in oral communication since that is crucial to perform their duties effectively. Rae believes that “long-term success came from loving the work, loving to teach and sell", according to Rae's comment and the hiring process, I can say that SG Cowen has emphasized selecting candidates on the basis inter-personal well.

LEADERSHIP: SG Cowen is searching candidates who are go-getters,