Read the case about SG Cowen and provide a response to the following question (no more than one page): What are the key decision elements of their recruitment process? (1) that rumitting your naner to be used and stored as part of the SafeAssign CASE STUDY of SG COWEN OBJECTIVE WHICH IS INCLUDING QUALITY OF EMPLOYEES AND JOB performance -STRATEGY DEVELOPMENT WITH THE ANSWER OF THESE QUESTIONS: Whom? Where? When? RECRUITMENT OBJECTIVES AS SOURCES MESSAGE ABOU JOB -INTERVENING ABOUT OFFER, ATTENTION AND KNOWLEDGE OF CANDIDATES However, it is a Just general approach to view HRM processes of the company. Probably these steps are same in all the firms. So if we need to go on more staffing side of the reviewing, we would prefer to analyze the SG Cowen New Recruits Case Solution in the Bottom-Line Chronology on Staffing. It starts with the defining the job with a focus on job specifications (competencies) compatible with strategic goals and executing these goals. In the last lesson also we went on the importance of descriptions so it is essential to structure what kind of job requirements needed according to specifications. Second step of Bottom-Line Chronology is recruiting from a broad pool of candidates. Later it is moving on using valid Initial screening devices, doing background and references check using behavioral interviewing technique with structured format or independent multiple interviewers asking behavioral questions. Using weighting scheme for information and extend an offer are the final steps of that chronology. In the book it is mentioned that effective selection requires effective recruiting. But it is also sure that the recruiting should be done only when the organization has determined which KASOCs or competencies are required to execute strategic goals. CASE ANALYSIS ACCORDING TO THE CONCEPTS AND MODELS IDENTIFIED We decided to analyze SG Cowen New Recruits Harvard Business Review first with "The Organizational Recruitment Process". In the case study of SG Cowen New Recruits which we have read, these processes are exactly fitted. It starts with objectives of company, they want to go on healthcare and technology sector, and they would like to create a team for it. The objective as clear which is written in the case: "Banking depended on deep knowledge collected through its equity research team, highly regarded for its coverage of both health care and technology, in development steps, we could see the answers of who, where, and when Who: As we have said before they are collecting some candidates from various business, schools. They are giving one, captain to students who have bank background. It shows us they are caring of the quality. Where: At Super Saturday. Super Saturday is a day of the year where they can meet with applicants and starts evaluation process. When: It starts Friday afternoon with dinner and cocktails, continues on Saturday with some sessions Normal As recruitment objective, it is certain from SG Cowan New Recruits Caso pof that firstly they are going to universities for to present company, as a defining objectives and steps of company they are giving the message to applicant the concept Intervening is such as looking educational, business backgrounds of applicants. They are going on their leaderships skills as well. As we can see from the papers which was made by Interviewers we could see the abilities they are looking for. Finally recruitment results are focus on last four persons: Andy Sanchez, Ken Goldstein, Martin Street, and Natalya Godlewska. If we could detailed the analyzing with the process of Bottom Line Chronology on Staffing-which we believe need to be that we mentioned at previous part, we need to focus first job competencies. The problem occurring here is that we could not be able to see, competencies and job description from the beginning to end of the case. Every HR manager comes with different requirements. Whereas one manager wrote the interview paper of the candidate she didn't have financial background, other HR manager can say that it is not needed. Even the company co has legal background as well. They are continuing with the importance of communication, leadership, management. But still we need to specify clearly what kind of skills needed for that job. O*NET is very good example about that topic and also with that SG Cowen New Recruits excel as well. As we have seen in the class and the inside of the book, O.NET is clearly describing who is needed to be hired. KASOC (knowledge, abilities, skills, and other characteristics) is the competencies After making it clearly described, it could be easier to focus on some candidate test and results for fair and fast selection. After this part, we will mention more about the other problems and solutions about it. For this step we can summarize as, HRM level requires initial planning for all management process. In HRM it is important to have good plan at recruitment process, staffing is very important to create satisfied employers all around the company starts with selection best profiles for company. If we look the model of organizational recruitment process, every company usually has the same structure. But to understand company better and to have best employers around the company needs some more tools. And these tools only could be selected by the company which knows their needs more than somebody else out of the company MAJOR PROBLEMS IN THE CASE the bank. We can We identified some critical aspects in he hiring process led classify them according to three specific areas: Job analysis and recruiting Job descriptions_(task, responsibilities, and duties) and job specifications are not specified, so it's not clear for instances which are the skills required to assume the work position. it's true that from the Casementors is quite clear the intention of the company to look for people according on their behavior's characteristics more than on their skills, but when they are speaking about Andy Sanchez they are quite focused on the numbers about his business school GPA (there's acontradiction). Since there are no well-defined parameters, the hiring process is harder because every candidate have some pros and some cons and so it is more complicated deciding which of them hire. Competencies People involved in the judgment of candidates are not HR professionals but they are bankers who have only the technical point of view. The point of view of the HR professionals is There could be a big problem with the interviews conducted by the team captains in the core schools, in fact they could be misdirects in the process due to personal preferences emerged during the interviews. There is no a common and fair method to know the student from core and non core schools in the same way. The bankers at the Super Saturday are there during their free time, so they want to conclude the task as soon as possible, and they are very confident about they are able to do that, but actually every time there're strong disagreements that make the process longer. Due to the last, their decisions could be influenced by their annoyed mood and their will to finish the meeting early Super Saturday is an activity that has to be completed in just one day and this is a too short time for accomplish this task that is a core task of the bank ("our most priority'). The bankers should assess candidates according to an overall company judgment without give to their work group a key role, but obviously, since each banker is focused on his own work, this goal is really difficult to be achieved