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GPA Guidelines Are Tempering The Hiring Process

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Defined Problem: Company GPA guidelines are hampering the hiring process of valuable candidates. Key Variables Identified in Order of Significance: 1. High GPA guidelines are limiting the candidate pool. 2. High GPA guidelines impacting company’s ability to attract the right caliber and mix of employees. Problem Statement The hiring guidelines set forth by our company years ago are beginning to impact our candidate pool in the current job market. The guidelines were determined in order to attract a particular caliber of employee. An unintended effect of these guidelines is, our company is missing out on qualified talent. These missed opportunities are impeding our ability to have a well-rounded population of talented …show more content…

One of the main areas of focus in determining a quality candidate is GPA. These criteria are stated as guidelines in our hiring policies, but the GPA criteria is programmed into our application software on our hiring website. GPAs are considered an easy way to gage a candidate’s knowledge base in a particular area of study. When a candidate begins the application process, one of the questions posed is “What is your GPA”? Although the company GPA guidelines are not viewable to our applicant pool, this question at the application stage is a way of our company eliminating candidates who we deem are not qualified. The GPA disqualifier is eliminating talented and qualified candidates based on one criterion in the overall knowledge, experience and skills of a candidate. This GPA guideline is also impacting the company’s ability to attract the right caliber and mix of employees. When we eliminate a candidate based on one particular criterion, we are missing out on the person as a whole. When this candidate is eliminated, our company is now unable to look at the work experience, skills, education and social ability of this applicant to be a viable and productive employee. We are limiting our resources to build a multi-talented, high caliber and competitive workforce and our quality of hire is impacted due to this

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Additionally, a body of professional literature concludes that hiring overqualified applicants leads to subsequent job dissatisfaction and turnover. While such studies have been challenged, it cannot be said that their conclusions have been refuted” (Jordan v. City of New London, 1999). Lastly, the court the court further stated “The question presented is not whether a rational basis has been shown for the policy chosen by defendants. It is not for a trier to decide between two bodies of evidence in support of and in contradiction of the validity of that basis. Because defendants have shown that there is a rational basis for its policy, it cannot be found that the policy is arbitrary nor irrational.

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After carefully reviewing the oral argument and brief of case 14-191, Abigail Fisher v. University of Texas at Austin, I was impressed how well the plaintiff attorney argued her defense during the trail. The litigations were as stated, in 2008, the UT Austin enrollment department wrongfully denied admission based upon the school considered race discrimination in its admission process because Fisher was a white female student, and because of her inadequate academic achievements. Fisher lawyer focus adequately on the highlight of the case by persuading the court that she would have gotten accepted into the university if she wasn’t stereotyped on such matters: race, top 10 percent student, grades, test scores which she refer to as personal achievement index. UT at Austin attorneys really didn’t have much leading factories to propose a concrete objective. In the argument Fisher attorney used the Justice Powell‘s example on Bakke system to support is statement.

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The case was Jennifer Gratz v Lee Bollinger. Jennifer Gratz, a caucasian women, applied to the University of Michigan College of Literature, Science, and the Arts (LSA) and got denied. The University of Michigan’s admission was based on a 100 point, point system. The University automatically awarded 20 points to students who were a member a minority

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Though in Grutter v. Bollinger we deal with the 14th amendment of the Equal Protection Clause and racial classifications too, the way race is used is slightly differs. In this particular case, the court had to decide whether the use of race at the Univeristy of Michigan Law School during the admissions process violated the Equal Protection Clause of the 14th amendment. Barbara Grutter, a Caucasian applicant, applied to the University of Michigan in 1996 with a 3.8 GPA and a score of 161 on her LSAT. Grutter was placed on the waitlist, but was subsequently denied admission to the school. Grutter claims that she was only denied because of her race, as the University uses race as a factor in the admission process.

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They claim that this system enforces economic inequality, and is inherently destructive to less wealthy citizens. To answer this claim, it is necessary to understand the college admission process. Students’s grades, class ranks, and number of activities are not entered into a computer that determines which students are accepted by how high their numbers are, but instead are viewed by real humans. They evaluate students not just quantitatively, but qualitatively, looking at their backgrounds and determining whether a students has tried to challenge him/herself by taking the most difficult classes that are available to him/her. If a student comes from a poorer school which does not offer AP courses, an admissions officer can still determine whether a student tried hard to challenge him/herself with the resources that were available, and students that try hard will appear to be a strong candidates regardless of how many AP courses their schools

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This law also ensures diversity on campus, and on top of that affirmative action is still used for the remaining students that are not at the top 10% of their class (Hung). Evidently, race plays a crucial role in the admission decisions. Hung claims that race shouldn’t play such a big role in the admission process because it is considered discrimination. He supports this argument by comparing the average GPA and SAT scores of those students that were granted admission but were not in the top 10 percent of their class. African Americans had the lowest averaged scores, followed by Hispanics, then whites, and then Asian Americans.

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A GPA shows the performance a student achieves academically. Therefore, employers take GPA’s in consideration to see if potential applicants have the necessary experience to perform certain job skills. According to McKinney, GPA’s are not always used consistently in the hiring selection, however, some recruiters do consider college GPA’s when hiring for entry level positions (2009). Although this may be true, most employers simply just don’t use college GPA’s as a mends for hiring because of the potential impact of adverse discrimination that can occur “when selection rates for particular groups are less than four fifths (4/5ths) of the selection rate of majority groups” (McKinney, 2009, pg. 24). As a result, it’s in the best interest of the

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In the article, “Grades prove a point.” by USA Today they acknowledge that GPAs can include “non-academic courses”. These classes are elective that students may take to help their GPA rise. The USA Today

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As you can see my academic performance is deep rooted with a solid foundation. I have maintained my GPA while volunteering at religious programs, and participating in other activities such

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