Academic Urges Companies to Stop Relying on CGPA Scores for Experienced Candidates

CGPA Scores Only Relevant for Fresh Graduates

Universiti Sains Islam Malaysia human resources and development lecturer Assoc Prof Dr Abdul Rahim Zumrah has advised companies to stop referring to cumulative grade point average (CGPA) scores when interviewing experienced candidates. According to Abdul Rahim, CGPA scores are only useful for hiring fresh graduates with limited work experience and not for those with extensive industry experience.

“The CGPA is useful only in providing valuable insights into a fresh graduate’s foundational knowledge and academic grasp of their field,” Abdul Rahim said. “However, it is more important to focus on professional experience, skills, and accomplishments when hiring candidates with industry experience.”

Professional Experience a Better Indicator

Abdul Rahim emphasized that professional experience, including roles a candidate has held as well as the departments and industries they have worked in, is a good indicator of how broad their experience is. He cited a recent social media post by a professional engineer who was disappointed after a government-linked company rejected his job application due to a CGPA below 3.0 despite having 17 years of industry experience.

The candidate was initially approved for the job after an interview, but upon waiting three months for the offer letter, he learned that he was not selected as his CGPA score was below 3.0, a decision made under a new human resource policy.

Seasoned Professionals Bring Valuable Skills

Abdul Rahim noted that seasoned professionals bring years of expertise, making their industry experience a more relevant measure of their suitability for the role than an academic score from years past. He also said that relying too heavily on CGPA scores means overlooking valuable skills and insights gained through real-world applications and professional growth.

“Companies can more accurately select candidates with proven competencies and the adaptability necessary for complex roles if they look at experience,” Abdul Rahim said. “If companies choose to retain CGPA as part of their recruitment criteria, it could serve as an additional merit rather than a primary indicator for professionals with over a decade of experience.”

CGPA Scores Not a Form of Bias

Abdul Rahim clarified that placing emphasis on CGPA scores is not necessarily a form of bias against seasoned professionals, but could reflect a company policy of hiring fresh graduates who command lower salaries than those with extensive experience.

“While this policy may serve the company’s short-term financial and operational goals, experienced professionals bring value through industry experience, problem-solving abilities, and accumulated knowledge, which is invaluable,” Abdul Rahim said. “Companies should carefully consider how a heavy emphasis on CGPA scores might impact their ability to attract well-qualified candidates who can make significant contributions beyond what is reflected in academics.”

Hiring Criteria Should Evolve

Abdul Rahim added that the importance of CGPA scores and work experience in hiring decisions depends largely on the role in question. For technical roles, relevant work experience should be emphasized during the selection process, but knowledge gained through a degree program is also crucial for positions requiring specialized skills, such as medical doctors, engineers, and architects.

Abdul Rahim said that the hiring criteria should evolve for more senior positions, as professional experience provides a clearer picture of a candidate’s capabilities and suitability for advanced roles than an academic score.

Conclusion

In conclusion, Abdul Rahim’s advice to companies is to focus on professional experience, skills, and accomplishments when hiring experienced candidates, rather than relying solely on CGPA scores. By doing so, companies can more accurately select candidates with the necessary competencies and adaptability for complex roles.

FAQs

Q: Why are CGPA scores only relevant for fresh graduates?
A: CGPA scores provide valuable insights into a fresh graduate’s foundational knowledge and academic grasp of their field.

Q: What is a better indicator of a candidate’s suitability for a role?
A: Professional experience, including roles held and departments/industries worked in, is a better indicator of a candidate’s suitability for a role.

Q: Why should companies focus on professional experience rather than CGPA scores?
A: Companies should focus on professional experience because it provides a clearer picture of a candidate’s capabilities and suitability for advanced roles than an academic score.

Q: Is placing emphasis on CGPA scores a form of bias against seasoned professionals?
A: No, placing emphasis on CGPA scores is not necessarily a form of bias against seasoned professionals, but could reflect a company policy of hiring fresh graduates who command lower salaries.