Goizueta MBA Admissions Interview (cont'd)

What specific characteristics are you targeting in the application to help you identify the "best fit" candidates?

First of all, we have a holistic approach to the application.  When we review the application file, the reader, who is a member of the admissions committee, reads the entirety of the application file, which includes the essays, recommendations, test scores, transcripts and the interview evaluation.  The first thing they look at is the academic record, quantitative preparation, and test scores.  Once we consider these areas, we evaluate the candidate's work experience.  Has the candidate shown progression in their career, what kinds of tasks and responsibilities have they had, and what were their job accomplishments?  Then we ask ourselves:  what is this candidate going to add to our program?  We care a lot about class interaction and discussions.  We then look at extra-curricular activities and leadership.  We want to see that they are involved in something outside of themselves.  In terms of extra-curricular activities, intellectual pursuits like foreign travel are interesting, but we still want to see something demonstrating involvement and leadership.

Is there anything you would like applicants to heavily emphasize in their resumes?

No, I can't say any one thing should be emphasized.  The resume should be reflective of what they have done and where they have been and it should be clear and easy to read.  I prefer a complete resume, meaning a description of what the person has been doing since completing an undergraduate degree.  There is no shame in being laid off or downsized.  For instance, we are fully aware of the change in the technology field and realize the difficulty in staying with one firm.  In recent years, it is not unusual to see a candidate have multiple jobs and that is perfectly fine.  They should not try to hide the gaps in their resumes, but should explain them.

How important is the GMAT score?

Well, it is an important component in our review of an applicant's file.  I would also say though, that I do not believe that the GMAT is the be-all and end-all.  It is a standardized test that effectively measures how a person will perform in the first year of the MBA program.  We have found it particularly helpful in assessing a person's quantitative skills and preparation for our program.  With that said, a good test score does not necessarily get you into our program.  To be admitted to our program, applicants still have to demonstrate leadership, strong work experience, and interpersonal skills through the interview.  We suggest candidates take the GMAT again if they are not satisfied with their first score; we expect to see at least a 50% on the quantitative segment of the exam.

So do you have any advice to give to the applicants who struggle with the exam?

I have talked to so many candidates over the years about this matter.  I try to get a sense of how they prepared for the GMAT.  It has been my experience that the biggest issue for many candidates is the quantitative part of the test.  In many instances, they have not had the quantitative background they need to give them the confidence to do well on the exam.  So I would suggest studying GMAT preparatory material and/or taking Algebra or another math course to prepare for the test rather than going into it cold.  Also, an applicant should plan to take the GMAT two times; in that way, they won’t have so much pressure to do well the first time.

What is the GMAT score range for applicants this coming year?

The average this year is 680, which we have raised from 675 last year.  The 80% range is 630 to 730.  So obviously, most of the people admitted to our MBA scored above a 630, but some were also admitted with lower scores, again depending on their other skills and application strengths.

Are there specific traits you try to gauge while doing an interview with an applicant?

Yes, there are several things that we try to learn through this process.  We definitely want to leave the interview with a better understanding of work experience and work history.  We want to learn about their initiative, leadership skills, level of responsibility in their jobs, and get a sense of their outside interests.  We also try to find out more about their interpersonal skills and how flexible they are so we can get a sense of how they may contribute to our program and how well they will work on a team.

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