CASES IN HR

SUNIL YADAV, E-27

1) Q 1 Which of the two candidates would you recommend for hire and why? Looking at the requirements that S G Cowen is looking forward for the best fit for the company would be Natalya Godlewska cause of following reasons. She is an MBA student from Cornell which is one of the core schools for S G Cowen. Her performance has been formidable as she had the highest GPA. Moreover she has experience of 4 years in M&A field. The only reason for selection being in question is the cultural fit issue since she is not a native of US. However it seems that only her speaking capabilities are in question this issue can be easily resolved since she can be made to attend a variety of speaking courses. She has also shown the dynamic nature of hers as well as her fast learning capabilities cannot be undermined. The Second person to be selected for the position should be Ken Goldstein. He is an MBA student from Berkley. He has an experience of 5 years also he has been a consistent performer and rated among the top 5% in the firm. The only issue with Ken is that he has been married and would not be able to handle work and family matters and this might affect his work. However these are mere assumptions since Ken seems to be proficient enough and looks capable to handle work. Moreover the company should look at value Ken will be able to add to the firm.

2) Do you feel SG Cowen is right in hiring bankers only from top 25 schools? Justify. Answer In my opinion SG Cowen should hire from other good colleges as well. The firm as if now is much more concerned with the ranking of the B school rather when considering it for recruitment base. Rather than this they should concentrates on B schools which have courses relative to the requirements and have specific courses. For instance Tuck B School in Dartmouth has specific courses relative to investment banking. They should have other possible sources as well like Europe and Asia.Highly qualified personnel may be waiting for the firm within its geographical reach in Europe and Asia. Bankers from these regions meet the required language skills and proficiency and would appreciate the chance to work in the U.S.Local offices could be entrusted with the pre-selection of candidates and recommend internal candidates who want to gain work experience in the US. This also works the other way around: A European or an Asian employee who gained experience in the companys home base, is likely to appreciate the option of going back home after a few years. Here, they could step into a higher position and help minimizing organizational distances between headquarters and local offices