A ranking must provide information on methodology of student intake, student profile, quality of faculty, and the student-faculty ratio
Taking a 30,000-foot view, essentially what an employer looks for in a B-school are people who can be potential business leaders, who have the ability to think, have a vision, and work with people and other resources to do something new. Specifically, at Mahindra, we have identified some leadership competencies and we look for people who have the potential to display these. The Mahindra model looks for those who have a strategic view point, courage to think beyond the obvious, a triple bottom line approach (to focus simultaneously on profit, people and planet), who know how to leverage human capital and reap passion and energy at work.
Clearly, a ranking methodology which incorporates these elements will be ideal for us. In its absence, we currently refer largely to the A. C. Nielson ranking. One can argue that no ranking is perfect and subject to varing interpretion. We accept that, so we combine the intelligence of several rankings available today with our own direct experience. We hire in large numbers from tier II and tier III B-schools as well, and in such cases, a ranking helps in reaching the first cut-off list of B-schools we should visit.
A credible ranking must provide information on methodology of student intake; student profile with respect to previous work experience, age, educational background, etc.; quality of faculty; and the student-faculty ratio. Other factors that must also be considered include infrastructure and industry tie-ups. Nirvana would be if rankings could identify business schools that can produce the desired alignment between knowing (knowledge), doing (execution skills), and being (the source, the purpose) to turn out higher order people with the ‘right values’.