In today’s competitive job market, creating accurate job descriptions for all job titles is essential for attracting the right talent. This process is critical to understanding the current student grading systems, particularly as these grades often form the basis for application criteria and candidate evaluations. As we move through 2024, employers and business owners need to be familiar with the updated GCSE, A-level, and degree grading systems to ensure their job evaluation process is both fair and effective.

Our blog will provide a comprehensive introduction to the 2024 grading systems, offering insights into how these grades compare to previous standards and how they can be effectively utilised when setting application criteria. By understanding these nuances, you’ll be better equipped to conduct informed candidate evaluations, ensuring that your job descriptions accurately reflect the qualifications needed for each role.

Read A Guide On How To Hire

Additionally, we’ll highlight resources like our A Guide On How To Hire and our extensive library of free job descriptions, which can help you craft job adverts that attract a diverse and qualified pool of candidates.

Highlights And Key Takeaways:

1. The 2024 GCSE grading system uses a 1 to 9 scale, where grade 9 represents the highest level of achievement, equivalent to a high A* under the old grading structure.
2. The current A level grading system in the UK ranges from A* to E, with A* representing the highest level of attainment.
3. In the UK, degree classifications provide a high-level overview of a graduate’s academic performance, ranging from a First (1st) to a Third (3rd), with a First-class degree signifying complete mastery of the subject.

Quick Links:

• Understanding 2024 GCSE Grades
• Understanding 2024 A-Level Grades
• Understanding Degree Classifications
• Utilising Grades In Job Descriptions And Adverts
• Writing Guidance For Inclusivity And Non-Discrimination
• Student Recruitment Resources
• Student Grades And Job Description FAQs

Understanding 2024 GCSE Grades

The 2024 GCSE grading system uses a 1 to 9 scale, offering a more detailed assessment of student performance than the previous A* to G system. In this updated system, Grade 9 represents the highest level of achievement, equivalent to a high A* under the old grading structure. Conversely, Grade 1 is the lowest, comparable to a G grade. Understanding these grade levels is crucial when assessing the education level of qualified candidates for your job roles, as they reflect different levels of competency in the skills required for essential activities.

For example, Grade 4 is considered a standard pass, indicating that a candidate can solve simple problems and handle standard situations effectively. This grade would be suitable for roles that require basic proficiency in areas such as communication and practical application of knowledge. On the other hand, Grade 9 reflects a candidate with an exceptional ability to understand complex concepts, making them more suitable for roles that demand higher levels of critical thinking and problem-solving.

When translating GCSE grades into job descriptions, aligning the grade requirements with the skills required for the role without excluding potential candidates who may excel in other areas is important. Employers and business owners can incorporate these into a standard job description template, such as our blank job description template, to ensure a consistent and effective approach. Here are three suggested phrases to include in your job descriptions and adverts:

1. “Minimum GCSE Grade 4 in English and Maths, demonstrating the ability to solve simple problems and communicate effectively in standard situations.”
2. “A GCSE Grade 7 or above in relevant subjects, reflecting the education level required to handle complex tasks and essential activities.”
3. “Applicants with a GCSE Grade 9 in Maths are preferred, indicating advanced problem-solving skills and the capacity to manage more challenging responsibilities.”

By carefully selecting grade requirements and ensuring they match the actual needs of the role, you can create job descriptions that attract a diverse range of qualified candidates. This approach helps to avoid unnecessarily excluding potential applicants who may bring valuable skills and experience to your organisation. 

Understanding 2024 A-Level Grades

The current A-level grading system in the UK, which ranges from A* to E, plays a significant role in evaluating the academic achievements of potential candidates. This system has remained consistent over the years, with A* representing the highest level of attainment and E being the minimum passing grade. Each grade within this scale reflects different student abilities and knowledge levels, which can be crucial when assessing whether a candidate possesses the skills needed to perform the job.

An A* or A grade typically indicates that a candidate has a thorough knowledge of the subject, including a deep understanding of basic principles and more complex concepts. This level of achievement suggests that the individual can tackle technical matters effectively and apply their knowledge in practical situations. A B or C grade reflects sufficient comprehension and a solid grasp of the subject matter, which often correlates with a candidate’s ability to manage general knowledge tasks and make informed decisions within their role.

When applying A-level grades to job criteria, it is important to consider how they align with the specific skills needed for the position. For example, roles that require a high level of technical expertise or decision-making might benefit from setting a minimum requirement of a B or higher in relevant A levels. However, a C grade might be more appropriate for roles where general knowledge and basic understanding are sufficient. It’s also important to recognise that while A levels demonstrate academic achievement, they should be considered alongside other factors, such as work experience and practical skills.

To incorporate A-level grade requirements into job descriptions, you might consider the following approach:

• “Minimum A level grade B in Mathematics or related subjects, demonstrating thorough knowledge and technical competence.”
• “Applicants with A level grades A* or A in Science subjects are preferred, reflecting their ability to handle technical matters with a deep understanding of basic principles.”
• “A level grades C and above in English or Humanities subjects are required, ensuring sufficient comprehension and general knowledge relevant to the role.”

For roles that may not strictly require A levels but could benefit from academic achievement, balancing the educational criteria with practical experience and skills is essential. This approach ensures that you attract a diverse pool of candidates who bring a range of abilities and perspectives to the job. Finding the right balance can be tricky and we offer further guidance in our articles What Is The Effect Of Requiring Too Many Qualifications In Job descriptions? and How To Evaluate A Candidate’s Work Experience.

Understanding Degree Classifications

In the UK, degree classifications provide a high-level overview of a graduate’s academic performance, ranging from a First (1st) to a Third (3rd). A First-class degree signifies complete mastery of the subject, reflecting a student’s ability to demonstrate comprehensive knowledge and easily solve unusual challenges. A 2:1 (Upper Second-Class) degree indicates a strong working knowledge of the subject, making the candidate well-suited for roles requiring a solid understanding of operations performed within the field. A 2:2 (Lower Second-Class) degree represents a sufficient grasp of the job purpose and responsibilities. In contrast, a Third-class degree shows that the candidate has acquired the basic knowledge required, although they may need further experience to handle more complex tasks.

Degree classifications are particularly important for certain jobs that require a high level of responsibility or specialised knowledge. For example, roles in project management, technical fields, or academic research often stipulate a 2:1 or higher as a minimum requirement. This ensures that candidates possess the theoretical knowledge and analytical skills to manage operations and drive successful outcomes.

When evaluating candidates, degree classifications should be considered in the context of the specific job structure. A First or 2:1 might be essential for roles that involve strategic decision-making or the need to solve unusual problems. At the same time, a 2:2 or Third might be acceptable for positions focusing on day-to-day operations and practical application of skills.

To incorporate degree requirements effectively into job adverts, it’s important to write an effective job description that aligns with the job’s purpose and structure. Consider the following guidelines:

• “A First-class degree in Engineering or a related field is preferred, demonstrating complete mastery of technical knowledge required for project management and advanced operations.”
• “Applicants should hold at least a 2:1 degree in Business Administration, indicating a comprehensive understanding of management principles and the ability to handle responsibilities with a high level of competency.”
• “A minimum of a 2:2 degree in relevant subjects is required, ensuring a solid working knowledge and the ability to contribute effectively to the job purpose.”

Balancing the need for academic qualifications with practical experience is crucial to attracting a diverse pool of candidates. While degree classifications provide insight into a candidate’s academic performance, practical experience often plays a key role in their ability to perform the job effectively. For further guidance, you may find our blog, Should I Ask For A Degree When Advertising A Job? helpful, along with our blank job advert template, which is designed to assist you in crafting inclusive and targeted job adverts that appeal to a wide range of applicants.

Utilising Grades In Job Descriptions And Adverts

Incorporating student grades into job descriptions and adverts is crucial for setting clear application criteria that attract the right candidates for your business. When used correctly, academic qualifications help identify individuals with the knowledge and skills necessary for specific roles. However, it’s important to ensure that the grades required align with the role’s actual needs, including any essential physical requirements, working conditions, and responsibilities associated with the position. Moreover, it’s essential to balance academic requirements with inclusivity and diversity and avoid potential discrimination by not overemphasising grades – points we will explore in greater detail in the next section.

“It is essential to balance academic requirements with inclusivity and diversity and avoid potential discrimination by not overemphasising grades.”

To align job descriptions with the role’s needs, consider how academic achievements translate to job performance. For instance, a role with significant responsibilities might require a degree or higher-level qualification, while a more practical position may only need a certain GCSE or A-Level standard.

Here are some inclusive sample phrases that include educational achievements while promoting diversity:

GCSEs:

• “Minimum of Grade 4 in GCSE English and Maths, or equivalent, to demonstrate competency in essential communication and problem-solving skills.”
• “Applicants with a GCSE Grade 7 or above in IT are preferred, reflecting strong technical foundations, but equivalent experience will also be considered.”

A Levels:

• “A Level grades B and above in relevant subjects, such as Business or Economics, are desirable, demonstrating a thorough understanding of the subject matter.”
• “Applicants with A Levels or equivalent qualifications are encouraged to apply; a Grade C or above in Science subjects is beneficial but not essential.”

Degrees:

• “A degree in Computer Science, ideally at a 2:1 level or above, is preferred to ensure comprehensive knowledge of the field, but candidates with a 2:2 and relevant experience are welcome.”
• “Degree holders with at least a Third in Accounting are encouraged to apply, particularly if they have demonstrated practical skills in similar roles.”

Example Job Descriptions

Here are two snapshots of example job descriptions showcasing how educational requirements can be added, while embracing inclusivity and diversity:

Accounts Assistant

Job Title: Accounts Assistant

Position: Permanent, Full-Time

Salary Range: £20,000 – £25,000 per annum

Responsibilities: Supporting the finance team with data entry, invoice processing, and maintaining accurate financial records.

Educational Requirements: A minimum of GCSE Grade 4 in Maths and English. An A-level in Accounting or a related subject is advantageous but optional.

Essential Physical Requirements: Ability to sit for extended periods and perform data entry tasks.

Working Conditions: Office-based role, standard business hours.

Download the complete Accounts Assistant job description example from our library of Accounting job descriptions.

IT Technician

Job Title: IT Technician

Position: Full-Time, Permanent

Salary Range: £25,000 – £30,000 per annum

Responsibilities: Installing and configuring hardware and software, troubleshooting technical issues, and providing IT support to staff.

Educational Requirements: A-Level in IT or a related subject, with a preference for candidates holding a degree in Computer Science (2:2 or above). Equivalent practical experience will also be considered.

Essential Physical Requirements: Ability to lift and carry equipment, such as computers and networking devices.

Working Conditions: Mainly office-based with occasional travel to other sites.

Download the complete IT Technician job description example from our library of IT job descriptions.

6 Tips on Writing Job Adverts that are Appealing to a Broad Range of Candidates:

1. Use clear and inclusive language that encourages applications from diverse candidates.
2. Highlight the salary range and working conditions clearly to ensure transparency and attract suitable applicants.
3. Mention opportunities for professional development and career progression.
4. Avoid listing too many qualifications that might exclude experienced candidates without formal education.
5. Focus on the skills and competencies required for the job, not just academic achievements.
6. Reference relevant company values and the new pay structure or pay scales if applicable.

For more guidance on crafting job adverts, read our blogs Catchy Job Adverts That Stand Out and How To Write A Job Advert.

Writing Guidance For Inclusivity And Non-Discrimination

Creating inclusive and non-discriminatory job descriptions is essential for attracting a diverse range of candidates and ensuring that your hiring process is fair and equitable. The importance of this cannot be overstated, as the language used in job descriptions can determine the type of person who applies, influencing the future makeup of your team. Here are some best practices to help you craft inclusive job descriptions that appeal to a broad spectrum of applicants:

• Avoid terms that may carry unconscious bias or inadvertently exclude certain groups of people. For example, using gender-neutral language, such as “they” instead of “he” or “she,” can help make the job advert more accessible to everyone.
• Describe the tasks in a way that focuses on the skills and competencies required rather than gendered or culturally specific language. This approach ensures that you encourage applications from individuals with diverse backgrounds who may bring a fresh perspective and valuable experience to your organisation.
• Including a statement in your job description about your organisation’s dedication to equal opportunities can signal to potential applicants that you value diversity and are looking for a range of perspectives.
• Avoid specifying unnecessary educational qualifications that could indirectly discriminate against candidates from different educational backgrounds.

Examples of How to Avoid Indirect Discrimination Based on Educational Qualifications:

1. Instead of requiring a degree for a role that doesn’t truly need it, consider stating: “Relevant experience will also be considered in lieu of formal qualifications.”
2. When specifying educational levels, clarify that equivalent qualifications from other countries are acceptable.
3. Avoid specifying prestigious institutions or unnecessarily high-grade requirements that might exclude capable candidates with different educational paths.

For further insights, our blog How Do You Write An Inclusive Job Description? offers more detailed guidance on crafting inclusive and effective job descriptions. By following these best practices, you can create job adverts that comply with legal standards and attract a rich diversity of applicants, helping you build a more dynamic and innovative team.

Student Recruitment Resources

Our recruitment resource library is designed to provide employers and business owners with the tools to create effective and inclusive job descriptions and adverts. Whether you want to customise a job description or refine your hiring strategy, our resources are here to help.

• Free Job Descriptions for Various Roles: Access a comprehensive collection of job descriptions across various industries and roles. These samples can be tailored to your needs, ensuring you attract the right candidates.
• Blank Job Description Template and Job Advert Template for Customisation: Our blank templates offer a starting point for creating bespoke job descriptions and adverts, allowing you to highlight the most important qualifications, responsibilities, and working conditions.
• Free Job Advert Review Service: Get expert feedback on your job adverts to ensure they are optimised for attracting a diverse and qualified candidate pool. Our review service will help you refine your adverts to better align with your hiring goals.
• A Guide On How To Hire: This in-depth resource walks you through the entire recruitment process, from crafting the perfect job description to interviewing and onboarding. It’s an essential tool for anyone looking to improve their hiring practices.

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Advertise Your Job

We encourage you to explore our library of free resources, request a job advert review, or use our job board advertising options to streamline your recruitment process and attract the best talent.

Student Grades And Job Description FAQs

Here we tackle the frequently asked questions of employers and business owners on student grades for job descriptions and candidate evaluation: