1- SG Cowen, investment bank, is looking for a new class of associates. Current there are only 2 empty positions to be filled. Evaluating commitee consists of 30 bankers and Chip Rae, the director of recruiting. The group now having difficulties deciding whom they will hire because each member has different ideas and evaluation system allows them to decide in a biased and inconsistent way. In addition, commitee members did not take the necessary education about human resources like how to ask, what to ask in order to grasp reliable, fruitful and necessary information from interviewee. Also the members do not work on Saturday so they are not so much ambitious to spend their day off with candidates. This makes them careless and uninterested. Some members of senior management are resistant to efforts to standardize the selection process. Creating a behavioral profile will lead to more informed, focused and efficient candidate selections during the hiring process. From a different point of view, there is a highly competitive environment for companies to hire the best associates. Compared to some big companies SG Cowen is a boutique sized firm which results in the fact that they could not get the attract of the students from top ten business schools. Therefore Rae ‘s plan to extend interviews to top 25 schools will be beneficial to some extent. Instead of hiring middle ranked students, they try to catch the best ones from top 25 schools.
2- Natalya Godlewska would be one of my selected associates for 2 reasons. First one is that she has been the student with the highest grade point average in finance and she worked as a teaching assistant at Cornell some time. This proves to some extent that she can achieve if she really desires something. Secondly, she is Polish and can speak several languages with fluency which means that if the issueis just language , she can be perfectly useful for foreigners especially Eastern Europeans, Russians and Germans. We cannot decide...