Harvard | Mr. Consumer Goods Senior Manager
GMAT 740, GPA 8.27/10
Berkeley Haas | Mr. Evolving Teacher
GRE 328, GPA 3.26
Columbia | Mr. Indian I-Banker
GMAT 740, GPA 8.63
Cornell Johnson | Ms. Chef Instructor
GMAT 760, GPA 3.3
UCLA Anderson | Ms. Tech-y Athlete
GRE , GPA 3.63
Harvard | Mr. Deferred Financial Poet
GMAT 710, GPA 3.68
Harvard | Mr. Lieutenant To Consultant
GMAT 760, GPA 3.7
Berkeley Haas | Ms. EV Evangelist
GRE 334, GPA 2.67
Wharton | Ms. Product Manager
GMAT 730, GPA 3.4
Wharton | Mr. Indian Engineer + MBA Now In Consulting
GMAT 760, GPA 8.7 / 10
Chicago Booth | Mr. EduTech
GRE 337, GPA 3.9
Cornell Johnson | Mr. Indonesian Salesperson
GMAT 660, GPA 3.49
Berkeley Haas | Mr. LGBT+CPG
GMAT 720, GPA 3.95
McCombs School of Business | Ms. Tech For Non-Profits
GRE 312, GPA 3.2
Harvard | Mr. Combat Pilot Non-Profit Leader
GRE 329, GPA 3.73
UCLA Anderson | Mr. Actual Poet
GMAT 720, GPA 12.0/14
MIT Sloan | Mr. Indian Healthcare Analytics
GMAT 720, GPA 7.8
Harvard | Mr. Healthcare Administration & Policy Latino Advocate
GRE 324, GPA 3.4
Cornell Johnson | Mr. Asian Mexican Finance Hombre
GMAT 650, GPA 2.967
Stanford GSB | Mr. Filipino Startup
GMAT 710, GPA 3.7
Columbia | Mr. Fintech Data Scientist
GMAT 710, GPA 3.66
Tuck | Mr. Opportunities In MBB
GMAT 710, GPA 3.4
Stanford GSB | Mr. Co-Founder & Analytics Manager
GMAT 750, GPA 7.4 out of 10.0 - 4th in Class
Harvard | Mr. Strategy For Social Good
GRE 325, GPA 3.5
MIT Sloan | Mr. Spaniard
GMAT 710, GPA 7 out of 10 (top 15%)
NYU Stern | Ms. Hopeful NYU Stern Marketing Ph.D.
GRE 297, GPA 2.8
Harvard | Mr. Strategy Consultant Middle East
GMAT 760, GPA 3.4

Most MBAs Say They Are Unhappy With Their Recruitment Experience

MBA job search schedules

“The biggest lesson is: start as early as possible,” says Mayo, who knows about the recruiting process firsthand, having earned his MBA from the University of Virginia Darden School of Business in 2015. “That’s one of the most consistent determinants of candidate satisfaction both this year and in past years.” Other tips include budgeting time wisely because “candidates who spend too little time on recruiting each week are almost certain to wind up dissatisfied, but spending too much time can also be a bad idea. The best bet for most candidates is to spend 8-10 hours a week on average.” Additionally, “choose your target industry carefully; highly competitive industries have high failure rates and consequently low rates of recruiting satisfaction. Make sure you are targeting an industry that fits your profile to avoid ‘re-recruiting’ and the stress that comes with it.”


In this year’s survey, RelishCareers didn’t ask about one of the biggest trends in recruiting: virtual or e-recruiting, in which MBA candidates meet prospective employers initially — and sometimes exclusively — digitally, whether via Zoom or some other platform. But the trend is unmistakable. In a recent report, 78% of schools reported an increase in employer use of virtual interviewing technologies in the last year.

“We asked about virtual recruiting last year, specifically about things like video interviewing, and overall people had a strong preference for non-virtual recruiting,” Mayo says. “They felt there was a lack of transparency, that the process lacked the immediate feedback of in-person interviewing. In a virtual interview, you have no idea how you did.”

Indiana Kelley’s Rebecca Cook is also president of the nonprofit MBA Career Services & Employer Alliance, which in May released its 2018 Fall Recruiting Trends Survey. She told Poets&Quants in the spring that while recruiting is expensive and companies — especially tech companies — are open to trying new things like virtual recruiting to cut down on costs, job seekers hate the process. “I think companies will continue to try it, but I don’t know if it will take over,” Cook says. “Because how do you get to know somebody that way? Well, there are different kinds of virtual recruiting. There’s the person where you’re actually talking to somebody on the phone, or you’re video conferencing with someone. Or there’s the pre-recorded interview type, where you and the company set up and they say, ‘These are the five questions you need to answer,’ and those are recorded and then the student has to record it. The students definitely don’t like that one.

“You know, it’s not a person, so how do you get to know somebody? How do you know if you like the company? Or if you get along with them? For the students who go through the entire recruiting process via phone, never see the company, never actually physically meet somebody — how do you know you really want to go work there?”


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