Sg Cowen Case
SG Cowen is the product after France-based international bank Société Générale bought Cowen and Company, a research firm with strong equity sales and trading capabilities. It now serves as a investment bank, or more specifically, a beachhead of Société Générale in the U.S. Currently a new recruitment season is coming, the Director of Recruiting, Chip Rae, has to finish his task of hiring 30 associates in the new season. So far the hiring process goes smoothly with 28 spots locked down with suitable candidates. There are only 2 spots left, but 4 candidates open, since they raised different opinions among judges. Mr Rae decides to run a lunch meeting and asks the recruitment committee to reach a consensus and make the final decision.
Currently, SG Cowen evaluates candidates from six perspectives, which are employee commitment, judgment, interpersonal skills, leadership, technical skills and work ethic. They are all important characters, but I believe some should be put more weight than others. Technical skills should always be the first factor to consider. It is impossible to make a life in banking industry without necessary knowledge like numeracy. Interpersonal skills are also vital. As a banker, good interpersonal skills are the basis to effectively communicate with colleges and satisfy clients. The third stress is leadership, which can be evaluated by employees’ initiative and motivation. Being proactive is the primary element. A good leader is not content with merely taking care of his duty, but also motivated to go beyond and anticipate. The organization commitment is also worth some attention. High level of identification and involvement with company could not only result in higher loyalty and sense of belonging but also may lead to better economic performance.
The two candidates I would hire are Natalya Godlewska and Andy Sanchez.
The excellent performance on school and previous work speak perfectly