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MBA Recruitment
Recruiting & Staffing
MBA Recruitment
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I am looking for any information such as case studies and/or best practices regarding MBA leadership progams for large organizations. The type(s) of program(s) I'm looking to get info on are ones in w
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Forums » Topic Forums » Recruiting & Staffing » MBA Recruitment
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MBA Recruitment
posted at 8/31/1999 8:19 PM EDT
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Posts: 3
First: 7/29/1999 Last: 12/3/1999 |
I am looking for any information such as case studies and/or best practices regarding MBA leadership progams for large organizations. The type(s) of program(s) I'm looking to get info on are ones in which the employer will bring the MBA on and expose him/her to a variety of strategic business units, assessing that individual at the end of a specified time period and then making a competitive offer should the MBA candidate meet a set of pre-defined criteria. Any information you could share as to what your company is doing and/or other companies you know of would be great! |
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MBA Recruitment
posted at 9/16/1999 1:45 AM EDT
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Posts: 1
First: 9/16/1999 Last: 9/16/1999 |
Hi dcasey, I've developed and implemented several college recruitment programs for large organizations. Some recruitment programs have been successful and some were not as successful as anticipateddue to a variety of reasons.
The critical success factors for any college recruitment and/ or intern program are budget and commitment. They work in tandem. Other nuggets for success include some if not all of these elements prior to any recruiting: A leadership team should be designated to clearly define the objective of the program and the number of people needed in the program. The company leadership team should consist of a cross section of leaders who would have the rotational assignments available in their respective areas. The team should be accountable for periodic meetings to review and assess the performance of the people in the MBA leadership program. An HR or OD professional needs to be part of this team. The leasdership team needs to identify the nature of the work to be performed and how the performance will be measured. Other decisions include the frequency of rotations and how to deal with sub standard performance. (Is this an up or out type of program meaning that if the individual can't cut it, he/she is out of the program or out of the company.) The team should also agree on what the successful MBA candidate looks like ( the essential competencies needed.) After those topics are resolved, the next step would be to decide on which universities to recruit from. The selection of universities should not be decided on arbitrarily. There is much more information that I could provide but in the interest of breivity, I'll stop at this point. Please feel frre to contact me at jlightner@findleydavies.com if you would like additional information. Hope this information is helpful. |
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