All recommenders are not created equal. A sub-par recommendation from a recommender that doesn't have time, does't know you well, or lacks the ability to evaluate you can quickly undo all the hard work you have put into an MBA application. Yikes! Even if you happen to be BFF's with someone important that can write a few good words on your behalf, that doesn't mean the person is an automatic slam dunk. Add to that a host of other concerns such as whether or not you get to read them before the recs are submitted or if your recommender procrastinates, and you've got a major aspect of your application that rests almost entirely outside of your control. Double yikes!
A lot of times folks ask us why it matters. Isn't everyone going to be submitted nice, positive recommendations? Well, yes, of course. But what we're talking about today is what separates a GOOD recommender from a BAD one - both can be positive! Remember, it's the job of a strong recommendation to separate you in a big way from equally qualified peers that are also applying. Here are four important things to consider when selecting the perfect recommender for your MBA application:
1. This person has managed you and can speak to the quality of your work. For recommenders, substance trump title. Sure, substance AND title are the best combination but if you have to choose, pick someone who actually knows what makes you, well, you! A solid recommendation includes several anecdotes and stories of achievement that provides proof of your abilities and potential. Your recommender also understands your company's annual review process and can explain your past ratings in order to quantify your performance.
Equally importantly, not everything coming from your recommender can be all good news or the authenticity will be questioned. A recommender that knows your work will be able to point out a few minor gaps or development areas that will make you sound human. But make sure they're gaps that are experience or MBA related versus personality based. In other words, things you can fix or things you are trying to fix but need a bit of help with. Why?
Think about cookies. Have you ever baked cookies? Well here at Critical Square we loovveeee cookies! But most recipes, for cookies and other sweet things, include a pinch of salt. It brings out the sweetness! If you're not a baker, take our word for it. If you are, you know what we're talking about. So make sure your recommender isn't just paying lip service to questions that ask about criticism examples or development needs. This is important!
2. This person can compare you to your peers. You want someone that knows where you stack up against others to demonstrate that you are a high performer. Comments from the recommender like "I have managed 20 analysts in my time at company X and this person is one of the top 3 that I have ever worked with" go a long way. That's one of the main arguments against asking peers for recommendations - they have very little grounding to draw these comparisons. Don't get us wrong, sometimes a peer recommendation can serve a purpose. But it shouldn't be the path you explore just because you don't want to ask your boss!
3. This person has benefited from your contributions. Admissions Committees look for candidates that have a track record of making a meaningful impact. In fact Kristen Moss, a former Director of Admissions at Stanford GSB, says a recommendation is "about bringing the person alive. How, if they left tomorrow, would the organization have been touched in a unique way." Having a recommender that can describe that you have done good work is only half the story - your recommender also needs to be able talk about the impact of your work. If he or she was positively impacted by your work, you are more likely to get that glowing review.
4. Your recommenders can cover you tactically and strategically. So this goes beyond just picking ONE recommender but rather refers to how all of them work together. Don't pick two people with the same perspective. If you pick a manager who has worked in the trenches with you, pick another one who might be slightly higher in the organization who can put your accomplishments in perspective and highlight your impact to the organization.
For more specific selection strategies on recommenders make sure to sign up for a free consultation. Good luck!
