SG Cowen: New Recruits (A) Case Solution And Analysis, HBR Case Study Solution & Analysis of Harvard Case Studies

SG Cowen: New Recruits (A) Case Study Analysis

To better understand what the position required the company should have developed the questionnaire to assess the emotional intelligence, cognitive abilities, personality and characteristicsrequired to move to the another phase.The candidates were judged by SG Cowen on the basis of their personal interaction during the presentation and on theirresumes. The strategy of Rae was to match the alumni with their schools on campus. It has positive effects because of creating the better understanding of the candidate on the basis of their activities and selected classes. Consequently, there were major chances of making the unbiased decisions.

Additionally, as the structured interviews was effective during on-campus rounds as it increased the likelihood of selecting the right candidate for the job. Therefore, HR associates with bankers during interviews would have reached to the better collection of the information about candidate as compared to current evaluation forms. The interviewers should have known the interviewing techniques, for example: the tough attitude conflict of Schoenberg with the recognized practices that demonstrates firmness and strictness with the candidates is not right thing that creates a truth worthy relationship, it tends to lead to the misrepresentation of their dishonest & personality responses.

Moreover, the Super Saturday was not effective as the selection process in selecting right candidate because of the senior associates who were not deliveringtheir best efforts on choosing the best candidate. For example; the associates were tired during the morning interview session during the process of making decision. So, it is recommended to separate the decision making and interview process into two days, because a considerable amount of time and attention is required to accurately make comparison between candidates.

The company should make a good use of statistical tools to achieve the consistency of measurement, reliability & evidence to support adequacy, which in turn would lead to effective selecting evaluation, low cost, rival benchmarking and enhancing recruitment process in near future. The hiring goals should be clearly communicated with bankers to give them direction. A standardized test should be used, which tends to rank all the candidates on formality, patience, determination, insight, engagement, professionalism, extroversion, & dominance. The training test should also be utilized to assure whether the candidate would be capable enough to learn the job. A company should also use multiple stages and interviews in the process of selection to increase the probability of selecting the right candidate. Through reference checking, the company would be able to recognize the dishonest candidate. By doing so, the company would be able to improve the process of selecting the candidate for the job in the near future.(Cappelli, 2015). The company should use the quantitative interview scorecard to evaluate the suitability and qualification of candidates and the company should compare the interview based predictions with the candidate subsequent performance to boost the hit rate of interview & return on human capital investment of company over time (Dattner, 2016).The company should accept the resumes from the students who were unable to attend the top 25 schools, however a number of students were not aware of this, due to which the company should have used effective mediums to advertise the required position, including: employment agencies, web ads and newspaper ads...........................

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