Harvard Takes Action Against Grade Inflation

Faculty at Harvard University have made a significant decision: they’re limiting the number of A grades awarded in an effort to tackle grade inflation.

This move has brought relief to recruiters and hiring managers, who are optimistic that it will help distinguish the most qualified candidates from others.

“If everyone has a perfect score, then, really, who is? Schools need to differentiate between high achievers and those just getting through,” noted Steven Rothberg, founder of College Recruiter.

Namaan Mian, chief operating officer of Management Consulted, shared his insights from evaluating numerous resumes. He expressed how grade inflation has rendered GPAs nearly meaningless, especially when a GPA of 3.8 to 4.0 is common.

“When hiring from a pool of applicants, all boasting a 4.0 GPA, I know that not everyone performs equally. It’s turned into a worthless statistic,” he commented, suggesting that limiting top grades will restore their value. “I need GPAs to send clear signals about potential candidates.”

As per a report from Harvard’s Office of Undergraduate Education, the percentage of A grades has soared to 60%, a steep rise from 40% a mere decade ago.

This rampant grade inflation has diminished the value of an “A.” The faculty’s new policy caps the number of A grades to 20% in any given course.

“Honestly, I think this is a great move,” stated Jerry Lee, founder of the job search platform Wonsolting.

While institutions like NYU’s Stern School of Business maintain stringent grading norms, some Harvard students fear that limiting GPAs could heighten stress or negatively impact their job prospects compared to those at less rigorous schools.

Suzanne Lucas, who has spent 27 years in HR, pointed out the mental challenge for students at elite institutions, stating, “They’re accustomed to all A’s, but the real world is different. A Harvard degree with a 3.0 GPA can be more valuable than a 4.0 from a state school.”

Lucas anticipated that other universities might adopt similar policies, given Harvard’s leadership role. However, Jeff Hyman, CEO of Recruit Rockstars, expressed doubt, emphasizing that student and parental pressure could hinder widespread adoption of such measures.

“Universities focus on customer satisfaction, especially when students and parents invest significantly in education. No one likes to hear they are average,” he remarked.

Experts in recruitment generally agree that GPA is becoming a less relevant criterion in hiring practices.

“Where GPA used to be a primary consideration for employers, it’s now near the bottom of the list,” Rothberg observed, reflecting on his 35 years of experience.

Hyman added that GPA is a poor indicator of job performance, explaining, “Being book-smart doesn’t equate to problem-solving skills or teamwork. Compared to five to ten years ago, only about half as many clients prioritize GPA now.”

A report from the National Association of Colleges and Employers indicated that only 42% of employers use GPA as a screening tool, a drop from 73% in 2019.

Yet, some in the recruiting field hold a glimmer of hope that new measures against grade inflation might restore some meaning to GPAs, even if they reflect a dual standard of achievement and promise.

“GPA might never regain its status as the gold standard,” Mian concluded. “But at least now, a Harvard 3.7 will represent genuine effort, unlike the ambiguity surrounding a 4.0 from schools like Penn State.”