3 Common Biases in MBA Essay Review

GMAT might be the only hurdle that is devoid of any biases as the computer selects the next question according to your ability. While evaluating essays and interviews, human perception has a much bigger influence. Unfortunately, automatic biases are triggered by characteristics in the environment or stereotypes associated with a person (race, gender, age). AdCom members are reminded of their close network (friend, parents, partner) when the applicant’s words trigger the characteristics associated with the stereotype.

Studies by John A. Bargh and Erin L. Williams titled “The Automaticity of Social Life" covers some interesting areas of biases:

Minority Group

International applicants applying to US schools should highlight the differentiating factors of their profile from the minority group they represent. For example, there are two widespread perceptions about German applicants - attention to detail (positive) and a low sense of humor (negative). Although there is no conclusive evidence to prove the biases, cultural references through TV, movies & music, feed the stereotype.

For reviewers, low sense of humor means social ineptness. The AdCom will look for evidence to support this bias, once the stereotype becomes part of the sub-conscious. Don’t blame the admission team; this is not a mindful exercise. Unless computers start evaluating essays, biases intrinsic to human behavior will color the evaluation process.

Environment

The latest HBS class received 9,315 applications. Let us assume that a 10-member admission team is evaluating essays in three rounds with round one and round two, each receiving 40% of the total applications. Round three receives 20% of the applications. With 45 days to evaluate each round, the number of applications handled by the team is 3726 in both Round 1 and Round 2. Let us also assume that the work is equally divided with each essay reviewer reading 372 essays, or 8 Essays per day. While writing your essay, keep in mind that each reviewer has a volume goal. Write with conciseness, coherence, and clarity.

Self-Esteem

Apart from volume goal, selecting the crème de la crème from thousands of applications is not a mean task. Reviewers have to maintain the quality of the class with the traditional (GPA 3.5+ & GMAT 720+) high achieving candidate while risking a few seats for candidates from non-traditional backgrounds.

The balancing act is a delicate process and requires guessing the volume, and quality of applications in each round. The borderline applicants are waitlisted and reevaluated at a later stage. The admission team reviews each selection, and below par selection made known. With each risky selection, the reviewer is under pressure to perform.

Any event that undermines the self-esteem of the reviewer can magnify the biases. The 40-40% application volume distribution in first two rounds might not be a reality. The number of waitlisted applicants and the guilt of missing talented applicants in Round 1 will force the AdCom to overcompensate, or lower the standards of evaluation. This change in behavior depends on the application volume in Round 2. If the volume were higher than Round 1, a change in behavior is unlikely.

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