{Infographic} The GMAT: Where It’s Going and Why It Matters

March 28, 2013

General

How much do you know about the GMAT’s history? Many individuals are shocked to learn the original GMAT was created in 1954. Or that the GMAT was made into a computer adaptive test in 1997. Over the passing years, several sections have been introduced, beginning with the data sufficiency section in 1961 and ending with the most recently added section, integrated reasoning.

The most recently added section, Integrated Reasoning, was introduced in June 2012. The new section consists of 12 multi-part questions and lasts about 30 minutes long, extending the GMAT’s length to about 4 hours long. With this section comes four new question types; table analysis, graphic interpretation, two part analysis, and multi-source reasoning. The Integrated Reasoning section provides schools with an idea of how well students synthesize multiple sources of data, look for patterns in data, and draw conclusions.

Other interesting facts include the relationship between GMAT scores and GPA’s/average starting salaries for recent graduates.

Studies show the higher the GMAT score, the better your GPA and starting salaries will be.

If you’re looking for more interesting GMAT related facts, the infographic below provides fairly concise test prep data and more history of the infamous GMAT exam.

16ff4163adfe69c402aaa40758940068 {Infographic} The GMAT: Where Its Going and Why It Matters
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About Paige Wolf

As director of graduate programs at George Mason's School of Business, my vision is to have a vibrant, collegial community of active learners who develop enduring professional relationships with faculty, staff, and fellow students while pursuing their degrees. Prior to this position, I spent 11 years with the School of Business as an associate professor of management teaching both MBA and undergraduate courses in organizational behavior and human resource management. I have more than 16 years of experience as an internal and external consultant on strategic human resource initiatives including team building, organizational development, competency modelling, performance management, employee selection systems, career planning, employee training and development, leadership assessment, and human resource audits.

View all posts by Paige Wolf

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