GPA as a Gatekeeper: A System Thinking Perspective on Industry Expectations and Inclusion in Graduate Recruitment

Abstract

Background:The increasing reliance on Grade Point Average (GPA) as a primary screening criterion in graduate recruitment has positioned GPA as a systemic gatekeeper limiting access to employment opportunities, despite widespread acknowledgment that GPA inflation has eroded its validity as an indicator of actual competence.  Objective: This study aims to examine the phenomenon of GPA inflation and its interaction with industry expectations, and to analyze how these dynamics shape inclusion and exclusion within graduate recruitment systems. Method: A qualitative approach was employed, combining document analysis with a systems thinking framework to identify key actors, feedback loops, and system traps underlying the educational and recruitment ecosystem. Results: Findings show that pressures from accreditation systems, university rankings, and societal perceptions drive institutions to prioritize high GPA outcomes, producing grade inflation without corresponding competency gains, while industry continues applying minimum GPA thresholds (e.g., 3.00–3.25) as an initial filter despite recognizing their limited validity. This creates a reinforcing cycle in which GPA loses meaning yet remains structurally embedded, excluding capable graduates with lower GPAs, sustained by system traps such as "seeking the wrong goals" and "shifting the burden." Conclusion: PThe study proposes leverage points including redefining evaluation metrics, integrating competency-based assessments, and reorienting systemic goals toward holistic graduate quality to support more inclusive and equitable recruitment standards.