5 days ago
MBA admissions are biased against fresh engineering graduates. But it is time for a rethink
Thousands of graduates with degrees in hand and aspirations of becoming managers graduate from India's best engineering schools each year. Interestingly, though, the majority of these talented young engineers do not immediately go to business schools. They bide their time for two – three years. Why? There is a quiet but growing agreement that freshmen without prior work experience, even those from famous institutions, don't have a good chance of getting into India's best B-schools.
This goes beyond anecdotal evidence. It is supported by hard evidence. The average age and job experience of admitted students have been rising gradually across top management schools, including IIM Ahmedabad, Bangalore, ISB Hyderabad, and others. New grads are becoming the exception rather than the rule.
What is causing this change, then? Furthermore, is it time for Indian business schools to reevaluate how they assess bright, young engineers right out of college?
Why engineers wait
This delay is due to practical considerations. After years of technical education, many engineers only discover they want more after they start working: more creative responsibility, more exposure to clients, and more authority to make decisions. The next logical step is the MBA. However, they also understand that work experience greatly improves their application.
Experienced applicants not only usually perform better in case-based assessments and interviews, they also frequently pique recruiters' interest during final placements. Candidates with some knowledge of workplace dynamics are preferred by employers, who frequently seek out applicants who can take the initiative right away.
Clarity of intent is equally vital. Young professionals who have worked in the business for two or three years are better able to identify what they want—or don't want—from their employment. Sharper essays, more cogent career goals, and an improved overall fit with MBA programs are frequently the results of that clarity.
Peer learning, real-world conversations, and cooperative problem-solving are key components of top MBA programs. Regardless of academic achievement, a class made up exclusively of freshmen may lack the real-world experiences that make management theory come to life.
A certain amount of maturity is also expected by recruiters post the MBA program. Freshmen may excel in positions involving a lot of data or analytics, but they might not be prepared for positions requiring client interaction, leadership, or negotiation.
Thus, the premium for experience is not wholly unjustified from the institutions' own point of view. Also, a diverse learning group is important in the MBA class.
Male engineers, frequently from IITs or NITs, dominated India's B-schools for many years. Many universities responded by purposefully restructuring their hiring procedures to place greater emphasis on professional diversity, gender parity, and non-engineering backgrounds.
For instance, even though their CAT score is lower than an engineer's, a graduate in commerce or a literature major may receive extra points during the shortlisting round. Some colleges assist non-engineers stand out by normalizing academic performance across disciplines. To increase gender diversity, female candidates—especially those from underrepresented fields—may be given preference.
How does this thinking actually narrow down to a process? Let's take the example of IIM Ahmedabad for how this intention is translated into a robust process:
At different stages of the selection process, the 'Application Rating' (AR) score of an applicant will be used. An applicant's AR score is the sum of the rating scores based on their percentage of marks obtained in Class 10 and Class 12 (depending upon the stream, viz., 'Science', 'Commerce' and 'Arts & Humanities'), the bachelor's degree programme (depending upon the discipline), and work experience (at the time of application). The gender diversity score is zero for male candidates and 2 for all other candidates.
Similarly, for computing the weightage or work experience, IIM Bengaluru has a specific process: It assigns credit for a candidate's work experience in the selection process, but the maximum cap is 36 months and anything above does not alter the weightage points given. However the quality of the work within those 36 months is assessed by the selection panel and given due weightage.
The diversity imperative
Today the reason why business schools prioritize diversity in admissions is fully understood by all. Diversity helps to cultivate a richer learning environment, prepare students for the globalized business world, and fosters a more inclusive and equitable community. A diverse student body brings a wider range of perspectives, experiences, and backgrounds, enhancing critical thinking, innovation, and problem-solving skills.
And in the long term, a diverse alumni network can provide students with more connections and opportunities. Alumni from different backgrounds can offer valuable mentorship, support, and access to diverse industries and markets.
Aspirants to top B-schools in India need to understand these important elements that the institutions practice and prioritize. While their aspirations are personally of great important to individuals, they must see the institution priorities and the bigger cause that the institutions work for.
At the same time, although these initiatives are well-meaning and essential for comprehensive education, they also result in a higher learning curve for engineers, especially new hires. Many decide to wait, obtain work experience, then reapply with a stronger case unless they have outstanding profiles or scores.
A case for new hires
Should this, however, be the standard? Is the system unintentionally rejecting a sizable pool of bright young professionals who are more than prepared for management education in the name of diversity promotion?
There are justifications for a different perspective.
Many prestigious universities throughout the world provide effective early-entry MBA programs. Through initiatives such as the Harvard's 2+2 or Yale Silver Scholars, gifted undergraduates can obtain MBA admissions and postpone enrolling until they have the necessary experience. This maintains classroom quality while providing early access to management education.
Additionally, recent grads are typically more adaptable, risk-taking, and entrepreneurial. They provide their digital proficiency and new ideas. Some have previously founded businesses, run college associations, or spearheaded social impact initiatives. It could be shortsighted to overlook their potential in favor of repetitive work experience.
A fair course for the future
Perhaps balance is the answer. B-schools in India could:
Provide specialized tracks, career coaching, and mentoring as well as organized pathways for new hires.
Acknowledge leadership positions in college, entrepreneurial endeavours, and internships as reliable predictors of future success.
Increase the number of postponed MBA programs available so that worthy seniors can earn their spots and begin working in the field a year or two later.
In addition to providing opportunities for emerging talent, these models uphold the diversity and maturity that B-schools rightfully cherish.
To sum up, whether new engineers are qualified for an MBA is not the question. With or without a few years of job experience, the question is whether our admissions frameworks have changed sufficiently to acknowledge the various ways quality might manifest itself.
The management education system in India is at a turning point. Youth potential must not be overlooked in its quest for diversity and employability, nor should talent from the 'overrepresented' pool be penalized. The MBA continues to be a goal worth pursuing for many of talented young engineers. Maintaining an open and equitable road is a challenge for our institutions.
