When evaluating talents, it is not comprehensive enough to simply use the school of graduation as a screening criterion. Although Ivy League graduates usually have a good academic background and abundant resource support, which can indeed reflect the advantages of candidates in academic training to a certain extent, the assessment of talents who are truly suitable for a certain position also needs to be considered from multiple dimensions: 1. Diverse skills and practical abilities: Whether they are graduates of Ivy League schools or graduates of other schools, their knowledge background, problem-solving ability, practical experience, communication and collaboration skills, etc. are all key factors. In actual work, problems are often complex and changeable, and the ability to respond flexibly and continue to learn is more important. 2. Positions and job requirements: Different positions focus on different abilities and qualities. For example, some technical positions may require higher professional skills and work experience, while management positions may pay more attention to leadership, strategic vision and cross-departmental coordination. At this time, relying solely on school background may ignore other factors that are more in line with job requirements. 3. Diversity and inclusion: In the recruitment process, focusing on diversity can bring different perspectives and innovative thinking to the team. Candidates from different schools and even different backgrounds can often bring unexpected advantages in a diverse working environment. 4. Learning ability and adaptability: The modern work environment changes rapidly, and the ability to continuously learn and adapt to new environments is essential. The environment in which a person is in during school is certainly important, but whether he can constantly adjust and improve in real work often determines his long-term performance. Therefore, when recruiting, you should not rely solely on the brand of the school as the only criterion for judging talent. Only by more comprehensively and objectively evaluating the actual ability, experience and match of the candidate with the position can we find talents that are truly valuable to the company. Using the background of an Ivy League school can be used as a reference indicator, but it should be avoided to deify it or use it as an exclusive employment condition. Ultimately, a fair and comprehensive selection mechanism will help attract and retain the most suitable talents.