By Prof. Subir Verma
The Corporate Recruiters Survey by the Graduate Management Education Council (GMAC), which included more than a thousand recruiters from around the world, found that companies valued
MBA graduates most in 2025 for their ability to solve problems, communicate clearly and think strategically. Recruiters globally said that the ability to solve complex business problems, clearly explain solutions and make informed decisions mattered more than the name of the degree or the reputation of the institution.
However, the biggest shift in expectations came from the growing demand for managers who understand how to use artificial intelligence. More than a quarter of recruiters worldwide said they now expect MBA graduates to be proficient in using AI tools. The Campus Workforce Trends Report 2025 by Deloitte stated that 38 per cent of Indian companies are using Generative AI in hiring, ranging from résumé screening to candidate interaction and interview analysis. This means algorithms are often determining which candidates reach human recruiters. AI-based applicant tracking systems have made it easier for recruiters to shortlist profiles aligned with job requirements, leaving little room for CV inconsistencies or poor communication.
Today, a “skills-first” approach has overtaken the traditional “degree-first” mindset. Deloitte noted that employers increasingly value visible performance indicators such as internship outcomes, live company projects, case competitions and specialised certifications in analytics, finance, marketing, sustainability, supply chain and digital transformation. Employers are looking for professionals who are agile, adaptable and willing to upskill continuously. In 2025, recruiters prioritised candidates with a clear thought process, strong communication skills and a data-driven decision-making approach.
Following disruptions caused by global conflicts and the accelerated adoption of AI, several roles were either eliminated, transformed or significantly altered. While the job market has begun to recover, the improvement remains uneven. Deloitte research showed that campus hiring budgets increased by around 15 per cent, while average salaries rose by nearly 4 per cent. However, this recovery was not uniform across campuses or candidate profiles. Leading recruiters remained active, and many institutions reported strong early hiring cycles along with double-digit growth in Pre-Placement Offers (PPOs), signalling a preference for hiring interns who had already been evaluated.
Reports across the business press highlighted consulting, technology leadership programmes, fintech and strategy roles as major drivers of PPO growth. Hiring processes also evolved. Companies moved away from traditional aptitude tests and group discussions, introducing short, real-life situational case assessments and rapid decision-making tasks with tight submission timelines. Recruiters showed clear reluctance towards candidates overly dependent on AI-generated responses, preferring authentic, original thinking. Sector-wise, consulting firms focused more on logical reasoning, while the BFSI sector saw increased demand for roles in financial analytics, product management and corporate banking.
In response, many B-schools introduced placement-readiness programmes, including mock interviews, stress interviews, HR rounds and domain-specific training modules. This marked a broader shift from treating placements as a short-term activity to viewing employability as a year-round process. The 2025 placement cycle showed that companies were hiring, but with sharper clarity and stronger filtering mechanisms.
The lessons for the Class of 2026 are clear. First, AI literacy is essential. Students must learn to use AI for market research, financial analysis, consumer insights, presentation development and scenario modelling. Recruiters want candidates who use AI to enhance outcomes, not merely to speed up tasks.
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Second, problem-solving, communication and strategic thinking remain indispensable. These skills must be consistently demonstrated through internships, projects, competitions and interviews. As AI increasingly screens candidates before human interaction, structured responses, clear storytelling and well-crafted CVs will be critical.
Third, internships have become the primary pathway to final placements. Students should focus on delivering quality work, building visibility with reporting managers and demonstrating meaningful learning during internships to improve PPO chances.
Finally, students should prepare for the job market from the moment they enter a management programme. Conducting an early SWOC analysis, addressing gaps and staying open to continuous learning in areas such as AI architecture, AI risk and governance, AI product development, UX design and data science will be crucial in keeping pace with evolving industry demands.
(The author is the Director of FORE School of Management, New Delhi. Views expressed in the above piece are personal and solely those of the author. They do not necessarily reflect News18’s views.)
