SG Cowen: New Recruits

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 helps in interviewing students and can help in selecting candidates that have a cultural fit and those who can work effectively and efficiently. The Super Saturday process lacks a good structure since it involves collective decision making.
The candidates that I would select if I were a member of the hiring committee include Andy Sanchez and Natalya Godlewska. Natalya Godlewska would be selected since she is the most competitive candidate among the applicants she can overcome her cultural fit problem since she has a positive attitude and positive energy to achieve. Andy Sanchez would be chosen due to good entrepreneurial skills that he had having had his own business.