This blog post is excerpted from an in-depth feature on this topic which can be downloaded here at no charge.
“Where you go to school has a big impact on your career.”
It’s a decades-old saying that most of us have heard, and many talented individuals do attend top-tier universities. But in 2020, I nevertheless question why that statement still carries so much weight, especially when we account for the non-academic considerations that go into a student’s enrollment decision, the debate around accuracy of college entrance exams, and the focus on lifelong learning. I believe it is a recruiting capacity problem, dressed in the clothes of quality assessment.
Companies across the country recognize the importance of eliminating the bias from hiring, and have made great progress by changing their application and interview processes. However, we have not done enough to address the quality bias in university recruiting because, historically, companies needed to rely on universities to be the filter. That means the graduating class that we are recruiting today was filtered down based on a series of decisions four years ago.
But the budget constraints and necessary tradeoffs of the past do not need to bind us any longer. Talent-acquisition