Companies must learn to hire better. So, how?
of them. Instead Beane sought a portfolio of players, each making unique contributions. In other words, hethe number of criteria he expected his recruits to excel at. He did this by giving a lot of thought to what constituted success in each role.
In the end our team’s analysis found that quantitative GMAT scores are indeed a reliable predictor of applicants’ academic performance, but it also showed that verbal GMAT scores are as good if not better! Putting more weight on verbal tests scores was a simple shift in the admissions process, but one that lead to admitting a somewhat different student body. And doing things differently provides a competitive advantage relative to schools blindly following conventional wisdom.
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