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.
Page
1
2
3 4 |
