Behind the Scenes at HBS Admissions

HBS admissions

From time to time, we like to spotlight the high-caliber professionals on Stacy Blackman’s consulting team.  Since Harvard Business School is such a draw with our clients, we’re bringing you insider intel on HBS admissions from a former HBS AdCom. During her seven-year tenure at HBS, SBC consultant Geri evaluated applications and interviewed MBA candidates from various academic, geographic, and employment backgrounds.

She also traveled globally, representing the school at outreach events to raise awareness for women and international students. In addition to working in MBA admissions, Geri worked in the Career and Professional Development Office and the digital education arm of HBS.

We hope you enjoy this Q&A with Geri, who gave us the inside scoop on what it was like to work on the admissions team at Harvard Business School.

Curious about your chances of getting into a top B-school such as HBS? Contact us to talk strategy with a free 15-minute advising session with an SBC Principal Consultant.

What did you enjoy most about evaluating candidates while in HBS admissions?

I had the privilege of meeting the brightest and most diverse people from all over the world and doing things I could never have imagined. I learned about new cultures, passions, and jobs and met people I would likely never have met under any other circumstances.

The candidates were almost always dedicated, hard-working, and devoted to whatever they focused on.  I was allowed an “inside” look into people’s lives—the challenges and the triumphs.  I was often amazed not just by what people accomplished but by what they overcame.

What was the least enjoyable aspect of the admissions role?

The toughest part of the role was knowing that we would have no choice but to deny admission to many extraordinarily intelligent, fascinating, and worthy people.  There were only so many seats to go around.

What relationships did you have with admissions officers at other M7 programs? Did you share stories, trends, etc.?

The admissions teams from the M7 programs would meet a few times a year.  Sometimes, we would share best practices, discuss new tools (usually around application management), and review the upcoming MBA outreach events.  We would undoubtedly talk about trends we saw in the applicant pool (of course, only in aggregate, no names.)  On an ad hoc basis, we could always contact our counterparts to connect on anything.

You were in the position during the surge of application volumes during an economic downturn.  How did the economic downturn influence your work? How did the admissions office adapt?

It was definitely a bit crazy!  While the application numbers surged, the seats in the classes remained the same, making it more challenging to select the class.  One of the things we considered while reviewing the applications was whether or not the applicants were applying because they had limited job options or because getting an MBA was an intentional part of their larger vision. Logistically, we also had to review a larger number of apps, so we had to be very good at managing our time.

HBS admissions

Did admit decisions—such as percentage by gender, diversity, industry, nationality, function, “in the news” employers, or other variables—change over your tenure at HBS? Is it always evolving based on HBS priorities, or is it somewhat similar from year to year?

The class demographics certainly shift over time, sometimes driven by HBS priorities. For example, based on faculty feedback (seeing a lack of flexibility in thinking from students who had been working for many years), the school began to experiment with admitting people with fewer years of work experience. This ultimately led to the 2+2 (deferred admit) program.

External factors can also drive demographic shifts.  Over time, some industries swing towards or away from valuing/hiring MBA grads.  Additionally, some industries “get hot” for periods of time, and more people want and need an MBA to enter those industries.

HBS looks for a Habit of Leadership.  What were some memorable ways you saw leadership stand out in MBA applications during your time at HBS?

The interesting thing about recognizing a “Habit of Leadership” is that it can be demonstrated in various ways.  Of course, there are the more typical examples: the president of your class or the captain of your team. And those are indeed great and worthwhile.  But it can also show up in less formal ways, without a title.  You could have organized and managed a holiday gift drive or started a new service trip with your friends.

How about community citizenship or personal qualities? How did HBS admissions weed out entitled or arrogant personalities?

This is one of the reasons that HBS began to require an interview as part of the application process. It’s really hard to hide an arrogant or entitled personality for a full 30 minutes.  It would often rear its head at one point or another.   One thing to note is that every school employee an applicant interacts with could have input into their candidacy.  Even those who may “just” sit at an event table or reception desk.

Is it much harder to stand out from oversubscribed finance or consulting industry pools? Does it help to come from a feeder firm?

It can be challenging to stand out coming from an oversubscribed industry.  Given the sheer number of applications and the fact that the work experience is largely similar, it can be challenging to demonstrate how you differ from someone else.  On the flip side, though, you also have a leg up in some ways. The HBS admissions board knows precisely what you do and what skills you bring to the table. You have less convincing to do on that front.

They also know you went through a rigorous application process to get the job, so you’ve been vetted in a way. Lastly, the oversubscribed industries often make up a larger percentage of the class, so more seats are available for those people to fill.

Can you share any memorable examples of non-traditional candidates? Is it true that HBS admissions loves a great story?

I believe it’s true that all people, and therefore all admissions boards, love a great story.  It’s a way to bring life to your application and show the realness of who you are during what can be a dry process. I recall a story of an applicant engineering a soccer ball that could be kicked around and then used to provide electricity for a short time.  He wanted to bring this technology to underdeveloped areas in Africa.

However, the stories you tell must be genuine.  It can often show through when it’s fabricated or forced.

The main impetus for starting 2+2 was to attract students who would never apply to B-school. Were there any growing pains or reservations about attracting college seniors? Were there any issues with integrating early career students into the HBS student class once they matriculated?

I was closely involved when the HBS 2+2 program launched, so I remember this time well!  The main reservation was that students with only two years of work experience would not have enough to contribute and that the class discussion (and their fellow students) would suffer because of it.  Fortunately, this did not turn out to be the case.

The 2+2 students are stand-outs who can hold their own in the classroom.  Interestingly, while we were concerned about integration, the 2+2’ers reported that their classmates didn’t even know they were 2+2!

Did you collect feedback in your role about why a candidate declined HBS for another program, such as Stanford or Wharton? Or was it very rare to see an admit decline?

All the admissions teams are a bit obsessed with the declines and where they land. And while each school might try to address the “why,” it often came down to fit (the candidate has family from the region) or weather (the candidate hates the cold—that’s when we would tell them about the underground tunnel system on the HBS campus).

Sometimes, the decision was related to the curriculum’s focus or the job/company prospects post-graduation.  Those are wise things to consider when deciding (if you’re lucky enough to receive admissions offers from multiple schools).

What’s the approximate percentage of applicants invited to interview, and then the percentage of interviewed candidates ultimately admitted?

I don’t recall the percentage of applicants invited to interview, but about 60% of the interviewed candidates are typically admitted.  So, once you get to that stage, you’re halfway home.

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Thanks, Geri, for sharing your invaluable insights into the HBS admissions process! Geri’s thoughtful reflections on leadership, community citizenship, and navigating oversubscribed industries offer meaningful guidance for MBA hopefuls. If you’re interested in applying to Harvard Business School, tap into SBC’s many resources, including a complimentary advising session with a Principal Consultant.

From our All-In Partnership to interview prep, essay editing, resume review, and much more, we’ve got you covered. Contact us today for a free 15-minute advising session to talk strategy!

Here’s a snapshot of the caliber of expertise on our SBC team.

SBC’s star-studded consultant team is unparalleled. Our clients benefit from current intelligence that we receive from the former MBA Admissions Officers from Harvard HBS, Wharton and every elite business program in the US and Europe.  These MBA Admissions Officers have chosen to work exclusively with SBC.

Just two of the many superstars on the SBC team:
Meet Anthony, who served as the Associate Director of MBA Admissions at the Wharton School at the University of Pennsylvania, where he dedicated over 10 years of expertise.

Meet Andrea, who served as the Associate Director of MBA Admissions Marketing at Harvard Business School (HBS) for over five years.

Tap into this inside knowledge for your MBA applications by requesting a consultation.

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info@StacyBlackman.com

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