Important Qualities B-schools look for in an MBA candidate

An MBA course is pursued by several students and working executives these days. The quality of a student is determined not only by his theoretical prowess, but also by his practical knowledge and understanding of business models. A company will seek a prospective employee who fits their requirements and the expectations from an MBA are phenomenal. The course is therefore created to train the students to excel in all parameters of a business.

At SOIL, we inculcate such teachings and train our students to be ready for the real world. Our selection process is also unique and the candidates are selected through a unique 'Talent Appreciation Process'. This procedure is acquired from our parent company - Grow Talent that has developed thousands of leaders since its inception in 2000.

All B-schools are looking for passionate candidates who are willing to train hard and hone their skills as budding entrepreneurs in today's competitive world. Hence, the selection process is conducted to match the expectations of the B-school. Recruiters are looking for prospects who are willing to walk the extra mile when need be, have ambitions in life that don’t falter with failure, willingness to excel in all fields and succeed in projects undertaken.

The rigor of selection for a B-school ensures that the candidate is ready to handle challenges such as working in a team, coming up with innovative ideas and having an ambition to succeed, but also face failure with humility. The different tests designed for the selection process comprise a variety of questions that directly or indirectly assess the student’s inner qualities.

At SOIL apart from the 'Talent Appreciation Process' we have a second test module called 'Caliper' and a third called the 'Talent Appreciation Process. These three modules help us understand the candidate and his goals and based on the results, the candidate progresses to the admission process.

SOIL is a business school that provides holistic education that builds inspired leaders by enabling people to know who they are, recognize their purpose and realize their full potential, to build organizations of consequence. SOIL offers one year PG programs in HR and Business Leadership and also a one year executive MBA.

SOIL is co-created by a group of leading companies (TATA Steel, Mahindra & Mahindra, Infosys, Maruti Suzuki, ICICI Bank etc) from across industry verticals that believe in SOIL and its value proposition. They partner with SOIL to design the curriculum, select and mentor students, present live case studies, guide students for Action Learning Projects and lead the placement process.

 

[Dhruv Bindhani]

This text is a promotional piece for SOIL (School of Inspired Leadership), an MBA institution. It highlights SOIL's philosophy, unique selection process, and the collaborative nature of its curriculum design.


Review of SOIL Business School's Program and Selection Process Description

This document effectively positions SOIL as a distinctive MBA institution focused on holistic leadership development. It clearly articulates the school's philosophy, its unique approach to candidate selection, and the significant industry involvement in its program design.

Strengths:

• Clear Value Proposition for MBA: The initial paragraphs effectively set the stage by emphasizing that modern MBA graduates need more than just theoretical knowledge; they require practical understanding, adaptability, and an entrepreneurial mindset, which SOIL aims to provide.
• Emphasis on Holistic Development: Phrases like "train the students to excel in all parameters of a business" and "holistic education that builds inspired leaders" clearly communicate SOIL's commitment to well-rounded individuals.
• Unique Selection Process Highlighted: The "Talent Appreciation Process" is presented as a distinctive feature, immediately setting SOIL apart from other B-schools that might rely solely on conventional entrance exams. The mention of its origin from "Grow Talent" adds a layer of credibility and legacy.
• Focus on Desired Candidate Qualities: The text clearly outlines the traits SOIL and recruiters seek in MBA candidates: passion, willingness to train hard, ambition, resilience to failure, and a drive to excel. This helps prospective students understand what the institution values.
• Rigorous Selection Justification: It explains why the selection process is rigorous – to ensure candidates are "ready to handle challenges" and possess key attributes like teamwork, innovation, and humble resilience.
• Program Offerings Clearly Stated: The text explicitly mentions SOIL's offerings: "one year PG programs in HR and Business Leadership and also a one year executive MBA," which provides practical information for interested applicants.
• Strong Industry Co-creation Model: The highlight of SOIL being "co-created by a group of leading companies" (TATA Steel, Mahindra & Mahindra, Infosys, Maruti Suzuki, ICICI Bank etc.) is a very powerful differentiator. Detailing how these partners contribute to "design the curriculum, select and mentor students, present live case studies, guide students for Action Learning Projects and lead the placement process" significantly enhances the school's credibility and perceived practical relevance.

Areas for Improvement:

• Redundancy in Selection Modules:The sentence "At SOIL apart from the 'Talent Appreciation Process' we have a second test module called 'Caliper' and a third called the 'Talent Appreciation Process." is problematic. It lists "Talent Appreciation Process" twice as both the first and third module, which is likely a typo. Based on external information (from a quick search), the common modules often include:
  • SOIL Leadership Assessment Test (STAT) (which seems to be the comprehensive "Talent Appreciation Process")
  • Caliper Profile Assessment
  • Leadership Exercise and Life Map
  • Personal Interview – Talent Appreciation Interview RoundThe text should correct this repetition and clearly list the distinct modules. It's possible the "Talent Appreciation Process" is an umbrella term for several stages, but its repetition here causes confusion.
• Vague Descriptions of Tests: While "Talent Appreciation Process" and "Caliper" are named, there's no brief explanation of what these tests entail. For instance, Caliper is a psychometric assessment, and the "Talent Appreciation Process" often involves various stages like STAT, life map, and interviews. Adding a sentence or two for each would be beneficial.
• Minor Phrasing Issues:
  • "The quality of a student is determined not only by his theoretical prowess, but also by his practical knowledge and understanding of business models." - "their" instead of "his" for gender neutrality.
  • "Recruiters are looking for prospects who are willing to walk the extra mile when need be, have ambitions in life that don’t falter with failure, willingness to excel in all fields and succeed in projects undertaken." - This is a long sentence; could be broken down for better readability.
  • "The rigor of selection for a B-school ensures that the candidate is ready to handle challenges such as working in a team, coming up with innovative ideas and having an ambition to succeed, but also face failure with humility." - "and face failure with humility." would be smoother.

Overall:

This is a strong and persuasive piece of promotional content for SOIL Business School. It effectively communicates its unique pedagogical approach and the robust industry integration that sets it apart. The emphasis on practical skills, leadership development, and a tailored selection process is compelling. The main area for improvement lies in clarifying and accurately listing its assessment modules to avoid confusion and provide more precise information to prospective students.