MBA Insider: Admissions Q&A June 29, 2009, 10:35AM EST

Emory Admissions Tips

(page 4 of 4)

Julie Barefoot
Emory

Story Tools

What do you look for in applicants' letters of recommendation?

We want to be confident that the recommenders know the candidates well. Ideally, they've known them for more than a year, maybe a couple of years, and worked with them in a business or corporate setting. The recommender should know the quality of the applicant's work and results. We would like the recommender to compare the candidate to other MBA or graduate school candidates who are applying to competitive, rigorous programs. We want the recommender to speak clearly and in detail about what the candidate has done to make a difference in whatever organization they're affiliated with. Ideally, the best recommenders are those who will say positive things about the applicant as a contributor and team member. We also like to hear that candidates have strong analytical and communication skills and that they are pleasant to work with. It's particularly good if the recommender knows what the applicant wants and plans to do with the degree. We don't always see that, and that's o.k., but in an ideal situation, that's great, because that gives us a full picture of the candidate.

What type of person is a good fit?

Students who are strong academically and who want to make a difference, both in our community and the world. We admit candidates who have made differences in the workplace. We want them to be passionate. They're typically people who have been involved in nonprofits or were athletes in school. They are people who get involved to make a difference. They've worked in challenging work environments and can share their experience and what they've learned in the classroom.

What type of person is a bad fit?

Someone who we don't think can handle the coursework academically. A person without good study skills or without a strong quantitative background would not be a good fit. Someone who is difficult to work with would not be a good fit. You'd be surprised that we do receive letters of recommendation that raise red flags. And then, looking back at the interview, we'll realize that some of the same issues already came up. If that's the case, that candidate's not going to be a good fit for Goizueta.

Are there any stereotypes about Goizueta that you'd like to disprove?

We have a very strong community, which is both a stereotype and a reality. But Goizueta is also a very demanding, rigorous program. You can't equate a strong community with easy academics. I don't know if that's a stereotype—it's more just a comment.

What is the school doing to help students find jobs in a tough economy?

Over the past year our dean has added quite a few more resources. We have a career services center, and now we have individual coaches for each student by industry. We've partnered a tremendous amount with our alumni board. The dean sent students' résumés to our alumni and advisory boards. We've done a lot of outreach to both alumni and the corporate community to do all we can to give our students job opportunities. I think it's been very, very good. The alumni office has also been beefed up and provides added assistance for alumni who have been displaced.

How do this year's job-placement figures differ from those of years past?

The percentage of full-time placement is down. It's more significantly down for international students. I think other schools are seeing pretty much the same thing. The internships have actually been pretty healthy; we're about on par with where we were last year. We think that bodes very well for next year's class.

We're working to maintain the corporate relationships we already have, and we're also working to bring in new relationships. I think Atlanta—it's a major corporate city that's home to several Fortune 500 companies—is a huge advantage for our students.

In terms of job-placement numbers, we want to be where we were last year, and that's what we're working toward.