SG Cowen: New Recruits 2011120259 정유진 1. What are the key decision points used by S.G. Cowen in making hiring decisions? What is your evaluation of the process used by the firm? Key decision points: Paying more attention to the next 15 universities in the top 25 - They used to compete with big firms like JP Morgan and Goldman for recruiting new employees, but it was hard to get the best students from the best schools. Because competitors got most of the best students with huge recruiting
Background information The case centers around the hiring process of new associates, recruited from the top 25 business schools in the US, that would begin work in the following summer. As a result of SG Cowen being a lesser-known firm, there was a focus on building name recognition and continued student interest in their firm. By broadening their recruitment scope beyond the top 10 schools to the top 25 schools, they hoped to bring better talent and more loyalty as they could focus on high performers
Reflect Upon a Time When you had a Negative Recruiting/Hiring Experience. What Were the Signs the Experience Wasn’t Going Well? A potential applicant telephones the Chaplain Recruiting Office and this starts an initial telephone consultation (an informal interview). Each recruiter starts accessing the potential candidate qualifications. During this time the candidate is asked about the Certificate of Ecclesiastical Endorsement and these individuals are unaware of the process to acquire the endorsement
Chapter 3 Information Systems, Organizations, and Strategy LEARNING OBJECTIVES After reading this chapter, you will be able to: 1. Identify and describe important features of organizations that managers need to know about in order to build and use information systems successfully. 2. Evaluate the impact of information systems on organizations. 3. Demonstrate how Porter’s competitive forces model and the value chain model help businesses use information systems for competitive advantage. 4.