There are good reasons to believe that academic results can be a useful selection tool for predicting the job performance of a young adult applying for a first job. After all, they reflect both intellectual ability and work ethicâcharacteristics associated with professional success. However, this practice is not well regulated, which is why a meta-analysis by Van Iddenkinge, Arnold, Krivacek, Frieder, and Roth offers valuable insights for companies that have adopted this approach. Their article was published in the Journal of Applied Psychology.
The researchers reviewed 117 studies where companies used academic results to predict workplace behaviour. They found moderate correlations with job performance (Ï = 0.21), though with considerable variation. Academic results best predicted performance when they referred to courses directly related to the job rather than overall GPA, and when grades reflected practical rather than theoretical coursework. It was also easier to compare candidates within the same program than across a variety of programs. Finally, they found that requesting official transcripts was more valid than simply asking applicants to self-report their gradesâsuggesting that some may be inclined to exaggerate their results.