Bankers (interviewers) are having a hard time deciding among the four candidates. Problem is further complicated by different positive and negative attributes (with respect to job profile) that each of the four candidates has and constraint of hiring maximum of two candidates.
The Problem
Which candidates should interviewers select from remaining four candidates, given they can select maximum of two candidates?
The Options
SG Cowen has options of recruiting none or one or maximum of two candidates out of four candidates: Natalya Godlewska, Martin Street, Ken Goldstein and Andy Sanchez
Criteria for Evaluation
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Organization culture fit: Will the candidate be able to adapt to the culture of SG Cowen? Qualities related to culture fit include flexibility and willingness to learn, drive to succeed, self starters, creative and innovative. Candidates should have the ability to deal with clients effectively.
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Job fit: Does the candidate have the required competencies that are needed for the position of associate in SG Cowen? Competencies related to this job include analytical skills, problem solving skills, communication skills, domain knowledge in the form of experience and inclination towards technology. Since SG Cowen would have number of offices in future, candidate should possess good interpersonal skills, leadership and coordination skills. These are needed to ensure smooth coordination amongst team members and virtual teams.
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Commitment and seriousness: How much serious the candidate is about joining and working with the firm? Candidate should be serious, committed, intrinsically motivated and interested in working with investment bank only if he/she likes it and not because of hype created around Wallstreet.
Evaluation of Options
- Natalya Godlewska
Organization culture fit: Natalya is determined, ambitious and ready to work hard. Her “can do attitude” and her references reveals that she has the ability to deal with clients. She is flexible and her less than perfect language skill would not be a major issue with clients. In short, she has most of the qualities that suit organization environment of SG Cowen.
Job fit: Natalya has good knowledge in finance and she has impressed interviewers with her analytical knowledge and her understanding of financial markets. She has worked on M&A modeling software, which shows she has technical aptitude as well. But lack of fluency in English language could lead to coordination problems for her within and across the teams.
Commitment and seriousness: She has the highest GPA in finance department and good understanding of financial markets. Her references also responded positively about her skills and work. This shows her seriousness and inner desire towards working with this industry.
- Martin Street
Organization culture fit: Martin has dynamic personality, good communication skills and confident. All these qualities would be helpful for him to deal with clients.
Job fit: His past experience demonstrates his leadership skills and coordination skills. But, his financial aptitude is questionable. He has no work experience in finance field and his grades are not known to interviewers. This makes it more difficult to comment on financial aptitude of Martin.
Commitment and seriousness: There seems to be lack of seriousness from Martin’s side about joining SG Cowen firm. It appears that if he gets some better offer, then he might reject this offer.
- Ken Goldstein
Organization culture fit: Ken has worked as a manager and might have developed his style of working. Therefore, he will not be as flexible and resilient to change as the current position demands.
Job fit: Ken has good knowledge but his past work experience as manager would make it difficult for him to take orders from managers. This could lead to frequent conflicts and dysfunctional outcomes as far as the coordination with team is concerned.
Commitment and seriousness: Ken has good exposure to finance industry. But his commitment to the job is questionable because he has two sons and it would be difficult for him to maintain work-life balance.
4. Andy Sanchez
Organization culture fit: Andy is a successful entrepreneur, which shows that he is self-starter and has drive to succeed. Also, he is enthusiastic and personable which would help him deal with clients.
Job fit: Even though he has low grades, his knowledge about recent deals and investment banking is commendable. His GMAT and SAT scores demonstrate his good analytical skills and command over English language. His successful entrepreneurship testifies his leadership traits. In short, he has all traits that suits with the job.
Commitment and seriousness: Andy has shown interest in working for SG Cowen during informational interviews. Also, his knowledge about recent deals and investment banking demonstrates his interest and seriousness towards working with SG Cowen.
The Recommendation
Based on number of criteria being satisfied by each candidate, it is recommended that Natalya Godlewska and Andy Sanchez be selected.
Action Plan
- Natalya Godlewska should be given on the job training on “Public Speaking”, so that she does not face any coordination and communication issues within and across team.
- Andy Sanchez should be given training on “Working of Investment Banking”, so that his lack of experience in this field can be compensated with this training.
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Both should be given workshop based training on “Dealing with clients” and “Cross- culture and Organization culture issues”.
This year corresponds to the year when decision about hiring of students has to be taken.
These trainings would help them deal with clients of different nations and hence, these trainings are in consistent with SC Cowen’s goal of geographical expansion.
