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<p>While I don’t (yet) have an example of this happening in OCR, I do know of a fairly similar example. At HBS, certain employers, which shall remain unnamed, only “recruited” by appearing at non-OCR events and solicited applicants through resume drops. Interested applicants were, shall we say, ‘strongly encouraged’ to include standardized test scores when they submitted their resumes. While I obviously can’t prove this, I strongly suspect they were using those test scores as a first pass. After all, why else would they ask for these scores?</p>
<p>The truth of the matter is that a lot of recruiters at any school are “stealth” recruiters who either don’t use the formal OCR process at all, or only use it in a limited fashion. Often times, recruiters feel that OCR doesn’t give them sufficient control over the process - and specifically, I have heard many recruiters complain about what you have said - that they end up having to interview whoever the career office gives them (which generally means those people who happened to bid the highest), which they dislike as they prefer to interview properly prescreened candidates. </p>
<p>To give you one poignant example, consider Johnson & Johnson’s (J&J) recruiting of MIT Sloan LFM students (LFM being the dual MBA + MS engineering program at MIT). J&J basically runs ‘stealth’ recruiting of LFM students, because while J&J was a former LFM corporate partner, they no longer are, so they are not allowed to participate in formal LFM OCR. But J&J responds by running a parallel ‘stealth’ recruiting process that happens at the same time as LFM OCR does. Interested LFM students know they have to submit a resume to J&J using a well-known procedure, and then hope that J&J contacts them for an interview. </p>
<p>So it’s not OCR formally speaking, but it’s akin to “pseudo-OCR”. A lot of employers who hang around campus don’t use formal OCR and can therefore engage in whatever resume screening they want.</p>