Important Attributes for Business Schools
and Graduates
The following lists are taken from the Wall Street
Journal's ranking of business schools. (2001)
http://www.startupjournal.com/partners/tmsearch.html
| Attribute | Modified from Year 1 |
New to Year 2 |
Rated
"Very Important" by Recruiters |
| School Attributes | |||
| 1. Career services office at that school | 24% | ||
| 2. Past acceptance rate of job offers from students at this school | · | 24% | |
| 3. Quality of past hires | · | 80% | |
| 4. Content of the core curriculum | · | 35% | |
| 5. Overall value for the money invested in the recruiting effort | 39% | ||
| 6. Faculty expertise | · | 26% | |
| 7. Students' average number of years of work experience | 32% | ||
| 8. Willingness of the school's students to relocate to the job location you require | 47% | ||
| 9. Retention rate of past hires | · | 35% | |
| 10. Strong international perspective | · | 21% | |
| 11. Likelihood of recruiting "stars" - that is, graduates who are very likely to be promoted within the company | · | 65% | |
| 12. School "chemistry" - that is, the general like or dislike you have of the school overall | 32% | ||
| Student Attributes | |||
| 13. Communication and interpersonal skills | 90% | ||
| 14. Original and visionary thinking | 46% | ||
| 15. Leadership potential | 74% | ||
| 16. Ability to work well within a team | 87% | ||
| 17. Analytical and problem-solving skills | 86% | ||
| 18. Strategic thinking | 65% | ||
| 19. Ability to drive results | 81% | ||
| 20. Fit with the corporate culture | 73% | ||
| 21. Entrepreneurial skills | 26% | ||
| 22. General management point of view | 35% | ||
| 23. Student "chemistry" - that is, the general like or dislike you have of the student overall | · | 49% | |
| 24. Awareness of corporate citizenship issues such as social and environmental responsibility | · | 15% | |
| Overall Attributes | |||
| 25. Overall satisfaction with school in terms of meeting your recruiting needs | · | N.A. | |
| 26. Likelihood of returning to school for future recruiting needs | · | N.A. | |