Insights

What does a high GPA tell you about a prospective candidate for a job? Some employers might consider a high GPA to be an indicator of a hard-working, intelligent candidate that excelled in their studies. While that thinking isn’t incorrect, employers should be wary of grade inflation when placing a heavy importance on grade point average during candidate evaluation as it can create an uneven playing field when comparing students across universities. Grade inflation occurs when institutions award students with higher grades than they might deserve, increasing the overall average grade received. That makes it more difficult to compare students from different universities on GPA alone – is a 3.9 GPA at a school with known grade inflation really better than a 3.7 GPA at a university without?

Elite private institutions often top the list of target schools when it comes to campus recruiting. But any company committed to finding the best talent across the country should be sure to include several public colleges and universities in their list of focus schools.

When it comes to building diverse teams, there’s no magic formula for attracting and retaining talented candidates from all backgrounds. Founders, hiring managers, and human resources departments grapple with finding the best approach and implementing the right strategies, revamping everything from their interviewing methods to their search for talent. Regardless of which methods are tested, there’s one essential part of building a team that has little to do with pipeline – and that’s creating an inclusive culture.

Building a diverse team means including individuals of varying races, gender identity, age, ability, and more. To be inclusive of every candidate, it’s essential to design your hiring process with careful thought and consideration to ensure it is accessible to all candidates.

A candidate’s college major alone won’t indicate if they’re qualified for a role – but it can help streamline the pool of candidates. That’s why we ask the recruiters on our platform if specific majors are relevant to their role, in addition to asking them to weigh the importance of factors like GPA, previous internships, school prestige, and specific skills. The data helps us match their job opportunities with the best student candidates, but it also gives us a look into the most commonly requested – AKA in-demand – college majors.

Find out how today's entry-level candidates are engaging with employers – download our infographic on the top resources candidates use to research companies here.

Find out how today's entry-level candidates are engaging with employers – download our infographic on the top resources candidates use to research companies here.

We know that professional development and company culture are extremely important to early-career candidates in their job search. But when it comes to interviewing with specific companies, a company’s mission and values plays the biggest role in sparking candidate interest.

You write your job description, define your requirements, and post it on a job board. Now, you wait for the applications to roll in. You think your company and the job are pretty great, so it’s only a matter of time before you start receiving applications from the best candidates on the market. Right?