When evaluating talent, it is not comprehensive enough to rely solely on whether the candidate graduated from an Ivy League school. Although Ivy League graduates usually have a good educational background and abundant resources, there are many other factors to consider during the recruitment process: 1. **Actual ability and skills**: The specific skills and experience required for the job are often more important than the school background. Companies should focus on the candidate's professional ability, actual experience and project results. 2. **Cultural fit**: The fit between the candidate and the company culture plays a key role in ensuring the long-term success and satisfaction of employees. Even Ivy League graduates may not realize their potential if they do not fit the company's culture. 3. **Diversity**: Having a diverse team can bring a wider range of perspectives and innovations. Graduates from different schools may bring different backgrounds and ways of thinking, enhancing the diversity of the team. 4. **Potential and growth ability**: Examining the candidate's learning ability and future development potential is also an important dimension for evaluating talent. This may be a better predictor of long-term success than their current academic qualifications. 5. **Specific job requirements**: Some positions may require expertise or industry experience in a specific field, which is more important than the school they graduated from. Therefore, when recruiting, these factors should be considered comprehensively, not just the school background. An Ivy League degree may be a favorable factor, but it should not be the only decisive criterion.