Random Reflections!

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the ‘Gupta theory’ on mba placements stands validated …

Posted by nixbert on March 29, 2007

…another factoid which supports the ‘Gupta theory’ (read one of my previous posts on ISB if you are wondering what this theory is)

This is from BusinessWeek forums. I happened to read an interesting post from an alum of Ross UMBS. It is pasted below verbatim

As my name implies, I’m a Michigan MBA. Anyway, while the number of students going to a particular firm (or type of firm) is relevant, there are a few issues:
1) Chicago, Kellogg, HBS (and some others) have a lot of sponsored students and these sponsored students go into that count. You would need to remove those students from ones that are actually applying to these firms

2)Desire of the stdent base. At Michigan (as at many schools), for example, many people do not want to go into consulting. While recruiting at Michigan (for one of the top 3 consulting firms) many of our top targets were not interested in consulting (anywhere), so we didn’t hire as many as we wanted.

3)Size of the student population. Obvious, but needs to be stated.

Hope this helps.

This set me thinking on point number two. So i posted back to him asking for some more info … (my post below)

Honest question for you letsgoblue05 –

you said — “2)Desire of the stdent base. At Michigan (as at many schools), for example, many people do not want to go into consulting. While recruiting at Michigan (for one of the top 3 consulting firms) many of our top targets were not interested in consulting (anywhere), so we didn’t hire as many as we wanted.”

If someone was not interested in consulting then he/she probably would not have applied to your organisation when you visited UMBS. How did you, in such a scenario, determine that those were indeed your ‘top targets’? Do you download student profiles before visiting the school and thus you already have an idea on who you want to hire? If so, How common is this practice?

…… and guess what he replied? 🙂 wellll….it should be fairly easy to anticipate. Here goes

You are right. Sometimes they don’t apply, especially for full time if the person has an offer to return to a company in another industry.

The way we determine is just looking at resumes (including summer experience) and look for exceptional resumes (great undergrad institution/ GPA, internship, work experience…). We get these from the career office. Then we target these high potential candidates by calling or emailing. Usually there is a target dinner sometime for these people.

I think it’s fairly common. At my company we do this for all target schools, other than that, I’m not sure who else does this.

Ha!! I knew that.

This does worry me a bit though.

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