How do they measure it now? just take the current evaluation of work experience and expand it to 33%.
Quote from: jb5656 on March 24, 2008, 09:32:43 AMHow do they measure it now? just take the current evaluation of work experience and expand it to 33%. They don't do it quantitatively. They don't assign weights to GPAs or LSATs; they just look at them. They want high numbers, and -- yes, they value work experience. There's no formula for this.
Well, but then you get back to the basic problem: how exactly do you measure soft factors? Do you just score them 1-10? Do you have the same evaluator do every single applicant, just so that there's no arbitrary differences?PS: Duke pride comes from undergrad days.
It wouldn't take that much time for a few smart people to come up with an evaluation system. I'm sure it would have to be unique for each school.I would probably evaluate their work experience based on a few factors:Length of time: This shows loyalty and trend. This could be evaluated easily.Promotions: This shows that they impressed their employers. Easy to evaluate.Mental Difficulty of position. This would be hard to evaluate, but no harder then evaluating the strength of an undergraduate institution.Performance: I would ask on my application for resumes to focus in their success in relation to the rest of their company. If I could verify that they were the best salesperson in a company with 300 employees then I would give that high marks.Some schools have taken my 60 bucks and 4 months of my life to make a decision. They could make a couple phone calls.
After you evaluate work experience and assign points, you add those points onto the GPA.So if you had a 3.0 GPA applicant with an AMAZING resume you could ad .4 onto their GPA and evaluate them against the other 3.4 candidates based on their LORs and personal statement.
I think it would be difficult, but devilishly blue, you and a couple other smart people could bang this out in a few weeks.