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4,3 von 5 Sternen
Got me a job
5,0 von 5 SternenThis book deserves so much more credit then it's getting.
10. Februar 2016 - Veröffentlicht auf Amazon.com
Don't listen to anyone who says this book isn't a how-to guide or a vocational book. Rivera does something better than just tell you what to do in order to get an elite job. She describes the thought process, backgrounds and actual behind the scenes conversations of interviewers who are the gate keepers for consulting, banking, and law firms. Anyone who shrugs off this book or believes that it just is telling everyone something about 'elites' that they already know hasn't read it very closely or even finished the book. Rivera explains how the college you attend, your socioeconomic background, race, ethnicity, gender, and even hobbies or interests impact the way an interviewer may perceive you. This is so important especially if you have absolutely nothing in common with the people who are going to interview you. As a 1st generation underrepresented minority from an improvised background who did not attend an ivy league school - I learned from this very book - how to land a highly coveted investment banking internship. This book actually shaped the way I interviewed at firms. I wish I could personally thank the writer herself!
5,0 von 5 SternenSheds new light on the gatekeepers of the 1%
12. Juli 2015 - Veröffentlicht auf Amazon.com
A thought-provoking, well-researched analysis of the entry-level hiring process at the most elite employers in finance, law and business consulting -- one might even call them "the gatekeepers of the 1%." My husband and I are both part of the world described here (he in consulting and me in law), as we both managed to gate-crash our way in from non-elite family backgrounds. Having done our share of hiring committee work, we can vouch for a lot of the picture painted here.* However, the book's value derives not from the care taken in accurately describing the hiring process, but from the new light the author throws on the subject, even for those already familiar with this world.
Rivera has done society a service by illuminating the unspoken norms against which all applicants to these top employers are judged. These norms, like the need to show participation in a team sport (or similar significant time commitment in a familiar group activity), or the ability to seize and hold the floor in a conversation about serious subjects, are unremarkable features of upper class life. However, they are not the natural outcomes of being raised in a poor family, and outside of attending a boarding school on a scholarship, there is nowhere you can go to learn them. So, although none of these norms overtly discriminate against applicants who are not rich, white Anglo-Saxons (though there are incidents of blatantly illegal discriminatory acts in the book too), their net effect is to largely screen out people whose lives do not resemble those of the wealthy. The book is worth reading in order to see this process in action, or for would-be applicants, even to structure your college years and take other non-obvious steps in preparation.
*In terms of the particulars, in my experience, the picture for applicants from non-elite law schools is not as dire as described here. At both of the white-shoe firms where I worked, new associates were from a range of law schools in the top 50, plus local ones (though you still had to be in the top of your class outside of the elite schools). Of course, this was in Atlanta, not in NYC, so it is possible that the top dog firms in NYC only look at a few law schools.
4,0 von 5 SternenNothing new, but an interesting read!
14. Juni 2015 - Veröffentlicht auf Amazon.com
I'm not sure what to make of "Pedigree"'s marketing campaign. The book certainly has received a lot of hype, most provocatively in the Economist (headline: "How to join the 1%"). I'm baffled, however, that Amazon is promoting "Pedigree" as "vocational guidance."
"Pedigree" is not a "how-to" guide for joining elite firms. (Again, I'm not exactly sure why it's being promoted as such.) Rather, the book is an easy-to-read text that details/gives an overview of Rivera's research on hiring practices at a few investment banking, consulting and law firms. The insight the book offers is certainly not new for anyone familiar with these industries, but Rivera (heavily influenced by Bourdieu) offers a succinct, beautifully written sociological analysis of a world that is foreign to many -- and one that has not received much attention from academics.
I found the book a pleasure to read, though I found Rivera's analysis slightly repetitive and her presentation of nontraditional candidates who succeeded in accepting offers (chapter 10) lacking. I do look forward, however, to following her work in the future, and I am impressed by her life story (from a single-parent home in L.A. to Yale to Northwestern's Kellogg). Overall, this is a great read for scholars/professionals/laypeople who are interested in exploring the state of our "meritocracy" and are excited by the growing publication of "popular" books about American educational inequality ("Our Kids;" "Privilege;" etc).