HEAR hear, a credible alternative to a 2.1?

The latest figures released by the Higher Education Statistics Agency show yet another increase in the proportion of graduates achieving a First or Upper Second degree. In the academic year 2011/12, 66% of those graduating achieved this distinction, a rise of 2% over the previous year. As recently as 2007/08 only 61% did so well.

It’s difficult to be anything but pleased for those who ‘made the grade’ as it were. Employers, at least those in membership of AGR, value the First and Upper Second (a 2:1) highly. So highly in fact that three quarters of them when recruiting graduates have an automatic cut-off which excludes those who have achieved anything less.

With growing numbers of graduate applications to contend with it is a simple way to reduce numbers. Some employers receive well over a hundred applications for each vacancy, so having an academic cut off point is strategic. However, the weakness with this approach is that the degree classification system is not a national standard. Put another way, you cannot accurately compare one candidate’s achievement of a 2:1 with another candidate’s unless they studied the same degree at the same institution at the same time. The degree then is a blunt instrument and recruiters need to treat it with caution.

What’s the alternative? Well, some recruiters do not exclude candidates at the screening stage on the basis of their degree classification by applying other criteria, such as relevant work experience. The higher education sector has been working hard over the past few years to develop an alternative record of students’ achievement that show the academic achievements throughout the degree programme and also captures extra-curricular achievements which employers value so highly. It’s called the Higher Education Achievement Record or HEAR and a majority of higher education institutions have signed up to it. Graduates will be able to permit employers to access their HEAR which, as well as providing additional granularity over the crude degree classification, will be verifiable data.

In a recent GRB poll of graduates just over half claimed that they would always be honest on social networking sites. There’s a difference between what you say about yourself on a social networking site and a job application, so the findings cannot be extended to applications. Other research claims that as many as one in four people misrepresent educational qualifications.

Carl Gilleard, AGR Chief Executive, says “These are tough times for job applicants and recruiters. Both are grappling with increased competition for vacancies. Using the degree class as the prime cut-off is problematic and can result in talented candidates being excluded. Using the UCAS points (A level grades) to de-select candidates is even worse practice.”

Until now, it has been difficult to come up with an alternative but the HEAR might well provide a credible remedy. After 200 years of the degree class system evolving, employers should at least allow time for the HEAR to become embedded in the HE sector before passing judgement. The more encouraging employers are and the more use they make of it, the more likely it is that universities will adopt it. People need to support a new idea, not be instantly sceptical; a little faith is a required to bring about change. In this case, a definite change for the better for all concerned.