Is Wharton’s Desire For Candor Compromised?

by Linda Abraham on

I was thrilled Thursday to be quoted in The Wall Street Journal’s “Frankly, Wharton Wants Candor,.” which focused on Wharton’s Team Based Discussion (TBD) and Harvard’s interview reflections. I disagree, however, with disingenuous arguments in the article that applicants who seek to prepare beyond a school’s recommendation are intrinsically less than genuine.

I sat in on several of Accepted’s mock team-based discussions and was impressed with the evaluative power of the TBD.  It is a great tool for discerning differences in interpersonal and communications skills.

I was also pleased with the feedback that we received from our mock TBD participants: 100% of those who provided feedback felt the mock interview to be a valuable practice. A dress rehearsal really. And professionals rehearse.

You can ad-lib a lie, prepare facts.

It is fallacious to think that practice leads to a lack of authenticity. You can ad-lib a lie and prepare facts. Winging it and honesty don’t correlate.  In fact, one has nothing to do with the other.

However, practice and preparation do correlate with achievement. In fact, they contributed to bringing applicants to the point where schools like HBS and Wharton invite them to interview.

Should students not study or practice so they can be candidly ignorant when asked to give a class presentation? Take a test? Should they wear jeans and t-shirts so they can be more “authentic”?

Would Wharton or Harvard want their students to ad-lib and improvise for job interviews?  Would they advise applicants to go to a job interview for, let’s say McKinsey or Goldman, and just “relax, be genuine,” and “enjoy the opportunity for [the prospective employer] to get to know you?”

Yeah, right.

And what about employers?  Why aren’t they upset when MBAs, with the schools’ support and urging, spend hours prepping for interviews?  As Accepted’s Todd King, author of Handling Wharton’s Team-Based Discussion, notes in an internal discussion:

“So, what do consulting and banking firms do in their hiring that allows them to bring on great people without complaining about ‘over-prepared’ recruits?  … they knew good and well that every candidate had thoroughly reviewed and practiced whatever big case-study book had been compiled by the school’s management consulting club.  Those firms found good people – and they didn’t complain about those people being extremely prepared; they expected it. “

Those elite firms want it. They seek employees who come to interviews practiced and prepared. They want employees who will check and double check their work. And they certainly demand that employees train and rehearse for roadshows and client presentations.

The ease of writing an email or carrying on a discussion isn’t the issue. Candor and honesty aren’t the question.

Applicants prepare, practice, and rehearse because they perceive the benefits of getting into a school like HBS or Wharton to be worth the effort and worth the $500 for Accepted’s Wharton Premium Interview Preparation. (This fee provides both a mock team and personal interview as well as written feedback and an individual post-interview consultation.)

Confusing winging it and wisdom

Perhaps, just maybe, as a result of the information freely given away by admissions consultants and applicants, as well as yes the increasing numbers of applicants seeking paid advising, admissions committees have a harder time differentiating between applicants. (See Looking Back on the Shrinking MBA Application )

Frankly, something is amiss when business schools confuse non-preparation and honesty, winging it and wisdom.  Is that something a lack of candor on the school’s part?

By Linda  Abraham, president and founder of Accepted.com, co-founder and past president of the Association of International Graduate Admissions Consultants, and author of MBA Admission for Smarties: The No-Nonsense Guide to Acceptance at Top Business Schools.

 

  • http://www.accepted.com Linda Abraham

    If that’s how you feel, then clearly you have no need for our services.

    However, Wharton’s reaction to the introduction of mock team interviews would indicate they disagree. Furthermore, the widespread use of mock team and case interviews prior to job interviews, would also indicate that practice helps. Finally, the criteria that Wharton uses and employes are not a black box. Some are stated clearly on their web site. Some would be the same as employers have for their employees who work in teams. And some can be gleaned from the experience of clients who are accepted and rejected.

    FYI, we are sometimes asked what applicants should wear.

    Best,

    Linda

  • MBA below 30

    I participated to the TBD interview this year. To me, overprepared people clearly sounded fake.

    There is nothing to prepare, really, other than a couple ideas for the initial brainstorming. What will happen is totally random as it will depend purely on the randomness of the panel you will work with. Hence, you may just easily get caught of guard if you use the kind of service described in this advertisement.

    Just go there, try to have a good time and be yourself.

  • Sky

    Mbaover 30…..the scale of social retardedness at the top graduate engineering schools is borderline sociopathic(trust me im in one)……i thinnk at b schools its just lack of initiative on peoples part outside of formal networking events or alchohol fueled events ..but that can be easily overcome….plus when you have 900 odd people in a sample setting certain characteristics do set in….also i believe thb school xperience and degree would take a full 5 to 10 yers to kick in

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