In a recent LinkedIn post, Ben Eubanks discusses the surprising resurgence of Grade Point Average (GPA) as a screening tool for employers, particularly when hiring recent college graduates. While acknowledging a general trend of declining GPA usage over time, Eubanks highlights a recent year-over-year increase of 10% in its application as a selection metric.
Eubanks points to the current competitive hiring landscape as a primary driver for this shift. He notes that in a crowded market, employers are actively seeking any available signal to differentiate candidates. This is particularly relevant as employers grapple with identifying the most suitable individuals for open positions, a challenge that has topped their list for two consecutive years, according to data he is set to release.
“In a crowded market, they will take any signal they can get (even though research indicates GPA is shown to be a poor indicator of a candidate’s quality overall).”
The Shifting Hiring Landscape
The author contrasts the current hiring environment with the exceptionally hot market of 2021. During that period, Eubanks explains, the demand for candidates was so high that many employers could hire almost anyone who expressed interest. This was a period of rapidly increasing wages and intense competition for talent, where the need was less about filtering and more about filling roles quickly.
However, the situation has evolved. Eubanks argues that the current market, especially in 2026, requires different strategies. Employers are now more focused on effectively weeding out unsuitable candidates and pinpointing the best fits. This need is amplified by the rise of fraudulent applications and the increasing sophistication of AI tools used by candidates to enhance their profiles or applications.
GPA as a Signal in an Age of AI and Fraud
Eubanks suggests that GPA, despite its limitations as a predictor of job performance, is being reconsidered as a signal in this new context. He posits that it might offer a more stable or proven indicator of a candidate’s capability, especially when compared to potentially AI-generated resumes or applications. The concern is that candidates might use AI to present themselves more favorably, making traditional screening methods less reliable.
“If I’m trying to prevent fraudulent hires and not get swayed by a great-sounding candidate using AI to beat the screening process, looking at GPA might give me an idea of their capability that’s more steady/proven (assuming of course they didn’t AI their way through college!)”
He elaborates on the challenges employers face:
“Our own data (soon to be released) shows that the #1 challenge facing employers today is picking the best, most suitable candidate for the job. This tops the list for the second year in a row, indicating that we’re in a time where we don’t need more interest FROM candidates–we need a better way to filter down to the candidates we’re interested in hiring.”
Cautionary Advice for Employers
Despite the renewed interest in GPA, Eubanks concludes with a note of caution. He stresses that while GPA can be one signal among many, it should not be the sole or primary factor in the hiring decision. The data on GPA’s effectiveness as a selection method is not robust, and employers should be mindful of its limitations.
As Ben Eubanks advises:
“Employers, take care. The data on GPA as a selection method isn’t great. It might be a signal you consider, but it shouldn’t be THE thing that pushes someone through the hiring funnel.”
Eubanks’s analysis highlights the complex and evolving nature of talent acquisition, where traditional metrics are being re-evaluated in response to market dynamics and technological advancements.
📝 About This Content
This article is based on insights shared by Ben Eubanks on LinkedIn.
📅 Originally posted on February 4, 2026 | View original post on LinkedIn →