One of my most satisfying responsibilities is to take Bob Bruner, Dean of the Darden School, on the road to visit companies. Why? Because deep company relationships are vital to the health of our school and because he sells Darden perhaps better than anyone else does. He offers me access to companies that frankly might not want to see the Executive Director of Corporate Relations. And in this economy, Darden will leave no stone unturned in assisting students to reach their career aspirations. Recently, Dean Bruner and I did a west coast swing of ten visits in three days, a combination of alumni visits and corporate visits. One highlight was our visit to Disney, where we met one of our alumni under the “seven dwarfs.” (an incredible monument on one of the magnificent buildings at Disney’s Corporate Headquarters in Burbank). Walking out under the Seven Dwarfs statue and based on what I had just heard inside, it hit me: when it comes to job searching, especially in this economy, students must do as the Seven Dwarfs did. “It’s off to work we go” must be the job seeker’s mantra.
Our meeting at Disney was typical of meetings with companies that don’t visit Darden Grounds to recruit. While they hire many MBAs every year, Disney divisions typically rely on students to seek Disney out, rather than the other way around. At Disney we met with Darden alumni and with several key recruiters. They love Darden, and Darden students. But in order to work at Disney, the recruiters, confirmed, a candidate needs to work at it.
A candidate must first work at networking. Students should get to know the alumni at the firm and seek their assistance in the application process. Darden has several senior alums at Disney—all confirmed their willingness, even desire, to champion Darden students through the process. Second, a candidate must work at getting to know the company. Of course, everyone should pour through the annual report and know the basics, but the ambitious candidates dig into the analysts’ reports on the industry and company, learning the issues facing the company and how senior management is addressing the issues. In addition, speaking to alumni in the areas in which you seek employment reveals insights into the culture that really show you have done your homework when you interview. Third, a candidate must work on his story—exactly why are you here interviewing and what can you do for the target company. This element is the most frequently sighted part of the student’s candidacy that falls short. Recruiters say students have not thought through what impact they can have on the company. Finally, students must work at making themselves known. This task requires relentless networking with alumni, recruiters, friends—anyone who may know or learn about a job opening in your target company.
So how did our visit to Disney turn out? Well, outstanding actually. We learned from the recruiters what our students need to do to land a position at Disney. We confirmed and reinforced several key differences recruiters might find in a Darden MBA. We discussed the possibility of a student project. We brainstormed ways we could get Disney executives in Darden classrooms. I even hand delivered a Second-Year student resume (who subsequently had a networking call). We left the meeting with many follow up items, namely for the Dean and me. So now, “it’s off to work I go we go” in our efforts to bring Darden students one step closer to meeting their career objectives.