The Persistent Power of Percentages
The conversation around hiring in India has shifted dramatically towards practical skills, but the data suggests that corporate behaviour has been slower to change. According to a recent 2026 report on college hiring from recruitment platform HirePro,
a staggering 79% of companies have not fully abandoned academic scores as a key metric. The report, which surveyed over 80 corporates and 10,000 students, found that 51% of companies still allow a candidate's CGPA or percentage to influence the final hiring decision. The reason is less about a love for rote learning and more about operational reality. In a market where millions of graduates apply for jobs every year, academic scores provide a quick and easy first-level filter to manage the sheer volume of applications. For many HR departments, it remains the most efficient, if imperfect, way to create a manageable shortlist from a sea of candidates.
A Perception Gap Between Campus and Corporate
The HirePro report reveals a significant disconnect between what colleges believe and what companies actually do. While 96% of college placement officers think that most corporates have already adopted a skills-first hiring approach, the reality is that only about one in five have made the complete transition. This perception gap puts students at a disadvantage. Many are being prepared for a hiring process that, for the majority of companies, doesn't exist yet. The report highlights that this isn't due to a lack of intent from companies. Many genuinely want to hire for potential, but redesigning an entire evaluation system is a massive operational challenge. It's easier to talk about a skills-based revolution than to implement it at scale.
Your Marks: The Key to the First Door
So, what does this mean for a graduate preparing their application strategy? It means you have to play the game that’s being played, not the one you wish was being played. For the foreseeable future, your marksheet is not irrelevant; it’s your entry ticket. Most large companies use Applicant Tracking Systems (ATS) to screen resumes before a human ever sees them. One of the easiest filters to apply is a minimum percentage or CGPA. If you don't meet that cut-off, your well-crafted resume and impressive project list may never see the light of day. Think of your academic scores not as the final verdict on your ability, but as the key that gets you past the first gatekeeper. Your goal is to clear that initial hurdle so you get the chance to prove your real-world skills in the interview rounds.
Building a Profile That Proves Your Worth
Once you accept that good grades get you in the door, the focus must shift to what will get you the job. This is where you build a profile that speaks for itself. Start with internships. The job market is now filled with an 'experience paradox' where even entry-level roles often ask for prior experience. Internships, even remote or project-based ones, are the answer. Next, build a portfolio of demonstrable skills. If you're a coder, have an active GitHub profile. A marketing aspirant? Create and manage a social media campaign for a local business and track the metrics. These tangible proofs of skill are far more compelling than a certification alone. They show initiative and an ability to apply knowledge, which employers are desperate to find. Reports indicate that over 40% of corporates feel fresh hires lack these applied technical skills.
Adopt an 'And, Not Or' Strategy
The most successful graduates in 2026 will be those who reject the false choice between 'marks' and 'skills'. The winning strategy is 'marks and skills'. This means maintaining a respectable academic record while simultaneously building a strong portfolio of practical experience. This dual approach addresses both stages of the hiring process. Your marks will help you pass the automated screening and land on the recruiter's desk. Your projects, internships, and communication skills are what will impress them during the interview and secure the offer. Companies are increasingly seeking hires who can contribute from day one, and this 'and, not or' approach is the clearest signal you can send that you are that candidate. It shows you can handle the rigours of an academic curriculum while also having the proactive mindset to prepare for the professional world.
