SG Cowen Recruitment And Selection: Evaluating Candidates' Qualifications

Evaluation of Candidates' Qualifications

1. Which two candidates would you select if you were a member of the recruiting committee?

2. Evaluate SG Cowen’s recruitment and selection processes. Offer your recommendations to improve the processes?

I. According to me all the four candidates are more or less equally qualified for getting the offer at SG Gowen. All of them have their individual skills which will be helping the bank to grow in their market and reach their targets and take the take bank to the next level. Among the four candidates – Natalya Godlewska, Martin Street, Ken Goldstein and Andy Sanchez, who ever will be joining the company will be an asset for the company because each one them has their individual skills which will be benefitted for the company. As a recruiter I have to choose any two candidates among four of them which is a difficult job. Among the four the best two candidates according to me are- Natalya Godlewska and Ken Goldstein. Natalya is a very good student and has passed out from one of the best European university with highest grades. Due to her outstanding results she went back to her undergraduate university to teach as an assistant professor before joining Cornell as a MBA student. She is already staying out of her country from an early age so if the company wants to send her anywhere in the world for work purpose then it can be easily done. Apart from Polish she also knows other languages like – Russian, Germany and a little bit of French (Rivera, 2012). There are many people who cannot speak fluent English but can speak fluently any one of these languages they it will be better for the bank to put forward Natalya to deal with them. She also worked in a company that develops the Merger & Acquisition model software after doing her graduation. She is an enthusiastic girl, who has a habit to know more and this acts as a benefit for the firm. In the interview one of the directors’ told that she is not so open at first but according to me this does not act as her negative point. Many people take time to open up but gradually they give the best result. So for me she is one of the candidates among the two (Zhao, & Qian, 2014).

Another eligible candidate according to me for this post is Ken Goldstein, a MBA from Berkeley. He is an ex-employee of Price Water House Coopers. He reached the post of manager very steadily and was an asset for the company. He used to manage the audit teams, drawing the budgets and pricing of projects works, making business presentations and solving the technical accounting problems for their clients. Ken’s performance appraisal is among the top of the organization. As an experienced person Ken is an asset for the company. He is a married man and he had to look after his family so according to one of the directors’ he might not work around 24 hours of the clock (Kim,Jeon, Jung, Lu, & Jones,2012).. He is one of the matured person among the selected candidates and as an experience candidate he will be benefitted for the firm in many ways. Ken is a hard working person so if he is asked to do anything by his team heads then I don’t think he will disobey him. He knows what his responsibilities are and according to those he will manage his work. So by seeing all his experience and qualifications he is one of the top candidates who need to be selected for the company (Avery, McKay, & Volpone, 2013).

The other two candidates are also good but Martin Street does not have any corporate experience and so if he is selected then he has to be trained from the beginning which is not possible in current situation for the firm to do so and his grades are also unknown and it was totally unknown to the interviewers that what type of student he is (Otani, 2014).. For Andy Sanchez, he himself is an entrepreneur so for how many years he will be serving the firm is not known because he has his own tutoring centre and his yearly income is also very good.  So, both of them are not fit for the organization though they have outstanding individual skills which is beneficial for the firm (Doornenbal, Stitselaar, & Jansen, 2012). 

II. The recruitment and selection process of SG Gowen is an easy process. Various teams are sent to different business school campuses in all over US. Every team has nominated each person as a team leader with whom very candidate of that college can contact whenever it is needed. Prior to campus recruitments, the company has to give a brief presentation about their company and in that presentations the firm has to respond some to the simple questions about them like who are they, what are their goals, what are their yearly profits and what is the difference between them and their competitors etc. (Dinh, Palmade, Chandra, & Cossar, (Eds.).2012).. After briefing about their company then follows the informal question answer round between the students and the recruitment team and their queries are solved by them. The hiring team reaches the campus a day before and organizes an informal dinner so that the candidates can easily mix up with them and can solve their queries which they have about their banks. While talking with the candidates the recruitment team makes an assessment about the candidates. During that informal meeting if the company CEO is there then he also shares his experience and there only the candidates can easily meet with the company CEO which is not easy for them to meet at any other time (Weinstein, 2015). On the next day during recruitment and selection the candidates are interviewed and asked easy questions but few interviewers are there who asks difficult questions. There are many candidates who are eager to prove themselves and if the interviewers get to know that then they will somehow manage the management to take that candidate for their organization. As a firm they want to take candidates only who will be able to prove them in the field instead of taking those candidates who will embarrass them. While recruiting the candidates the interviewers write down their comments about the candidates that what they feels about them and what are their strengths and weakness (Arthur, 2012).The firm wants that types of candidates who knows what to do and his manager do not have to pressurize him to do this and that. The person has to organized and responsible towards their work. SG Gowen is open in recruiting entrepreneurs who will be fit for the firm because they are young and they have brilliant ideas how to reach the goals easily. If they want to change the working style of the firm and everyone is agreeing with that then the firm does not have any problem in changing their work structure (Avery, McKay, & Volpone,2013).. By changing the work structure if it benefits the firm the higher authorities of SG Gowen are open for this changes. SG Gowen wants to hire those candidates only who are fit for them not those who did not get selected in any other company and for that reason they want to get selected in SG Gowen. So as a new firm SG Gowen wants to give a good competition to the large firms and for that they need a good young management team who will be the future pillars of the firm. According to Fennebresque, culture is one of the important thing for a firm which will take the firm higher. Their main motive is not only to increase their firm structure by increasing the number of employees but also reach their goals one after the other (Javaid, Qayyum, Hashmi, Asif, Farees, & Sultan,2014, March)..

As a growing company the ideas and planning done by SG Gowen is almost perfect and they are proceeding in the right path to take their company in the next level. To keep the company growing the firm should look into few matters which will keep the company growing. As the company is a new in the US market and they do not have alumnae’s of all the best colleges of the country (Wesson, 2012).To keep in contact with every college so that they get best students from there they should go for seminars. During seminars they should take the student of those college there so that student can easily interact with them without any hesitation (Boyd, Lankford, Loeb, Ronfeldt, & Wyckoff, 2011). The firm is already hiring candidates for summer internship from few colleges and to keep that going they should go for best universities for recruiting them so that students can know their working structure and during the final placements they should be eager to join their firm only.  The organization should think of expanding their branch in other areas also so that colleges of other countries also know about them and approach them for recruiting their students (Chaneta, 2014).

References

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