The MBADiversity Organization::Blog

Lining Up Recommenders

When you begin on the application, no matter how impartial your approach, it will be subjective. Business schools want to know what others think about you. Specifically, they want to assess how well you work in teams, your soft skills, and basically, your likability factor. They require professional recommendations to get others’ assessments of your aptitude as well as your attitude. The key is to pinpoint early (about six months in advance) three to four people whom you trust and will write positively about your character and contributions and how it will relate to business school. Cultivate a trusting relationship with them early on so that if you decide to ask them a few months down the line, they will be an ally on your side.

The Approach

* Choose Your Allies Early and Wisely: Your first instinct may be to get recommendations from people with impressive, glamorous titles. Don’t. Unless a high-ranking person can comment extensively on your qualifications and work ethic, you would be doing yourself a disservice by asking him or her to recommend you. Schools are looking to get a holistic sense of who you are, so it is important to ask people who work closely with you. They will be more inclined to know your personality and work habits relatively well. A candid, in-depth recommendation supplemented with examples by a project manager, colleague, or supervisor is highly suggested by most- if not all- Admissions Committees. You will need to choose three to four recommenders to help you apply to the schools. One of these recommenders will serve as a “back-up”, just in case an initial recommender is unable to come through at the last minute.

*Take them to lunch for a Prep Meeting: Recommendations usually have to be managed. Many people have never written a recommendation for Business school, so you will have to facilitate the entire process for them. If someone is interested in being a recommender, you will need to take them to lunch to prepare them about the process and go over your “rec package”.

The Rec Package

This is a comprehensive package you will give to your recommenders at least two months before the due date. Through the MBADiversity Fellows Program, this package is outlined in detail for members.

Follow-up Lightly

A lot of times, people are busy and your application gets put towards the bottom of their work pile. Send nice e-mails to your rec every three weeks to see if they have any questions or need additional information. Use your judgment… if they have procrastinated until the very end, don’t get frustrated with them. If the due date is a week away, simply call them or e-mail them reminding them of the deadline. If at all possible, take them to lunch and go over the package again with them. Do not lose your cool… recommenders are notorious for waiting until the day before the deadline. Notify your back-up recommender two weeks before the deadline- just in case.

Thank you card and gift

A thank-you card should be sent immediately after they’ve submitted a recommendation for you. If you actually get into a school, a thank you gift is definitely in order.

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This information was provided by The MBADiversity Organization (MBADiversity.org). Please visit our website to learn more about our innovative Pre-MBA Prep program and professional development services.

The Talent Pool Speaks

The attendees at MBADiversity’s 2^nd National Symposium in 2006 participated in the organization’s first in-house survey. Of those who responded, 80% were prospective MBAs. The majority, 87%, agreed that the institutional representative present at the event was moderately or very important in their impression of the school or corporation. When recruiting women and people of color (POC) specifically, the best recruiters are not necessarily those that look like the attendees, but those that can relate to the attendees. We have noticed that an engaging, confident white male has made a favorable impression whereas a stoic person of color (POC) may not, thus discrediting any notion that “if you put a black person or female out to represent us, we should draw more diversity”.

Fig 2. MBADiversity 2006 National Symposium Survey. Answers to Question #4:

Shaping the Social Business Model: Future Directions

	Very Important	Moderately Important	Neutral	Somewhat Important	Not Important	N/A	Rating Average
Multicultural and Personable Admissions Committee (not just one Diversity rep reviewing underrepresented applicants)	54.2%	33.3%	4.2%	0.0%	4.2%	4.2%	1.61
Multicultural and Personable Faculty and Administration	54.2%	37.5%	0.0%	0.0%	4.2%	4.2%	1.57
Integrative curriculum complete with real-world case studies	70.8%	16.7%	8.3%	0.0%	0.0%	4.2%	1.35
Multicultural and Personable Students and Alumni	58.3%	29.2%	4.2%	0.0%	4.2%	4.2%	1.57
Financial and scholarship assistance (application fee waivers, tuition scholarships, prospective travel stipend)	70.8%	20.8%	4.2%	0.0%	0.0%	4.2%	1.30
Less focus on GMAT, more focus on overall application (e.g. character/ethics, work experience, interpersonal skills)	45.8%	12.5%	16.7%	12.5%	8.3%	4.2%	2.22
Mentor Matching upon matriculation (this is a “mirroring” technique. Entering students are assigned a current student match and an alumni match with similar career interests and/or background)	62.5%	25.0%	0.0%	8.3%	0.0%	4.2%	1.52

MBADiversity collaborates to help innovate business schools recruitment and retention strategies across tiers and will conduct similar surveys to aid corporations.