We have done some quality recruiting the past few years. We have a great intern in the group this summer; a major overachiever, picks up things on the run and is always down to get a drink after work. Our first year analyst pool is equally as solid. I have come to realize that:
1. Associates have a major say in the recruiting process.
2. The people you work with everyday drive 95% of your job satisfaction.
So to both of these points, the somewhat crude and sarcastic tone in the office that keeps me going everyday has grown leaps and bounds since I started, in part due to our strong recruiting. I have been lucky enough to participate in our campus recruiting program, ensuring that we bring in the right talent. Once we round down to interviews, everyone in the group is astronomically smart and perfectly capable of performing the job from an intellectual perspective. While many college students think that academics are the driving force in securing a job, grades are just a check the box. We want the guy that will take shit from the team all week, crank out good work and then lead the charge to grab a drink. We have made the mistake of hiring the always serious academic all-star and we’re still paying for it (during training he emailed the MD to tell him that he was not one of the analysts who got in trouble for boozing, dragging their mattress into the hotel room hallway and being awakened by HR the next morning).
College Students – Network with Associates and VPs! I remember sophomore and junior year, during my countless calls to alumni and family friends, that I was always excited to get an MD on the phone. The truth is, these guys are out of touch, and while they do run the group, they don’t really give a shit about your recruiting process. When they jumped into the bank 25 years ago, things were different! Talk to associates. They are close enough to their recruiting days to still give relevant advice, and have enough respect in the group to put in a good word. I know that when we recruit, our MD’s are heavily influenced by our opinions. MD’s have little to no ability to differentiate between candidates (usually our candidates are all from 1-2 schools, all have 3.8 gpa or above and are fairly articulate). I always put in a good word for the candidates that are more relaxed, but still had a strong grasp on the fundamentals of banking. Despite what every HR person says, banks are not flat! Associates are hiring the next person to join their team, the one person they get to push shit to. Remember it goes from God to MD to VP to Associate to Analyst/Intern. Network accordingly.