<p>^^ We are talking university GPA for real jobs and graduate schools here, not batting averages for people who play a game for a living. :)</p>
<p>jmmom, I appreciate your point of view. However I have been reading and I have been checking graduate recruitment websites as well as graduate school requirements. One decimal place is standard. If you can find me some examples of major companies or organizations that state CGPA of x.yz as the minimum requirement rather than x.y I will eat my words.</p>
<p>naura, whether the minimum is 3.0 or 3.00, it means anything > 3 … Admitedly, my math is subpar compared to many on this board, can anyone tell me if 2.96 > 3?</p>
<p>“We are talking university GPA for real jobs and graduate schools here”</p>
<p>I recruit for a real job for a real fortune 10 company. If you meet me in person I would say there is not much difference. As I said again, the campus career service software will filter out anyone with less than 3 (it could very well be 2.99). I will only go to the list of candidates with less than 3 if I can not fill my day with kids above 3 (which very rarely happens).</p>
<p>Actually, for my company the cutoff used to be 3.2. They have lowered it slightly because lack of engineers.</p>
<p>Ask a law school applicant if he/she agrees there’s no difference between, for example, a 3.71 and a 3.79. </p>
<p>I can’t speak for other grad schools, but all law schools calcaulate to two decimal places. I can’t speak for other corporations, but we ask for gpa. </p>
<p>If we ever caught someone fudging anything on an application, we wouldn’t hire them. If they fudge something as simple as their gpa on the app, why should we assume they wouldn’t fudge their expense account? Or other things? Not worth the risk for us to hire. Furthermore, most firms now have a rule that if you get hired, and they subsequently find you falsified your application, they fire you. If they don’t fire you, it makes it difficult to fire others for falsifying other parts of the application.</p>
<p>When I was in a position of hiring for a Fortune 100 company, we electronically scanned resumes. Those that listed their GPAs were immediately upgraded to a personal review. When hiring we would ask for college transcripts, and by golly we did indeed look for the exact GPA (to 2 places). We were hiring accountants and various electrical engineers. When I was being promoted, my 3.88 came in quite handy & I enjoyed a nice increase in salary (especially since they were paying my tuition!). </p>
<p>(I suspect you weren’t responsible for this policy, so nothing personal meant.)</p>
<p>Any one of those engineers or accountants would have been glad to explain why a GPA difference of .04 is completely, totally irrelevant in a real world measurement sense. I’d even bet a nickel that they would have given you that raise if your GPA was “only” 3.84.</p>
<p>dallas808 those that didn’t list their GPAs were placed to the side for those “in case” times when perhaps a different division was looking for candidates that didn’t “require” them. </p>
<p>WashDad, no, not only was I not responsible for the policy, but it was I (for example) who was looking for accountants for my department (I was a national revenue manager). You are right that I would have received an increase with a lower GPA (in the number sense), BUT in my case my raise was tied to the number (crazy firm, crazy policies all around), and it had to do with the firm paying for my return to school.</p>
<p>If you put your overall GPA from a school, put it down exactly as it would appear on the transcript, so that there is no chance of being accused of dishonesty or deception (and indicate what time period it applies to if you have not completed all semesters or quarters of school).</p>