Will my A level grades affect my chances of getting a graduate IT job?

You’re a talented student at a top university, with work experience under your belt and a 2.1 or even a first on the horizon. So there’s nothing to stop you at least being considered for a graduate scheme place with an IT company – or is there?

Many IT recruiters specify minimum A level grades or UCAS points that candidates must have in order to apply, in addition to a 2.1 degree. Naturally, all graduate recruiters want top candidates, but if you’re a genuinely talented student with A levels that don’t reflect your ability, researching employers’ requirements can be a frustrating business. A TARGETjobs IT survey investigated the problem and what you can do about it.

Which IT graduate schemes specify minimum UCAS points?

The following employers investigated by TARGETjobs IT have minimum UCAS/A level requirements:

• Accenture: 340 UCAS points across three A levels (or equivalent)
• BT: 280 UCAS points (technology programme); 320 UCAS points (most other programmes, or technology programme applicants with a 2.2)
• CHP Consulting: three A levels, which must be A and B grades (three Bs are not accepted)
• Commerzbank: 320 UCAS points
• GCHQ: varies depending upon graduate scheme in question
• IBM: applicants need to have grade A or above in A level maths
• Metaswitch Networks: three A grades at A level (or equivalent)
• Microsoft: at least 320 UCAS points from up to four A levels
• Morgan Stanley: 320 UCAS points
• PA Consulting: 300 UCAS points
• Royal Bank of Scotland Group: between 280 and 300 UCAS points for most roles
• SunGard: 300 UCAS points
• Tessella: ABB at A level.

Which IT graduate schemes don’t have minimum UCAS points?

Technology recruiters who explicitly state that they do not set minimum UCAS/A level requirements include the following:

• AVEVA
• Baillie Gifford & Co
• Fidessa
• Hewlett Packard (HP)
• Logica
• Nomura
• Ocado.

These recruiters will still look at A level performance; they simply have no fixed cut-off point.

Will recruiters make an exception for me?

TARGETjobs IT questioned a number of recruiters to see if their UCAS points cut-offs really are set in stone. Specifically, we asked: ‘Would you consider candidates who don’t quite meet your minimum A level grades/UCAS points but who were in any the following situations?’

• Have performed outstandingly well academically at university. (For example, being on track for a first from a top university.)
• Have genuine mitigating circumstances. (For example, illness or bereavement.)
• Have extensive relevant work experience. (For example, multiple internships or a year in industry.)
• Have ‘hard evidence’ of excellent technical skills. (For example winning awards or writing applications that are now is use commercially).

Of those recruiters willing to go on the record, we received the following responses:

• Accenture: ‘Any application made by a candidate who does not meet our minimum entry requirements is reviewed in its entirety, and considered on a case-by-case basis alongside any mitigating circumstances that may have affected the individual candidate’s performance. We encourage candidates to make us aware of any mitigating circumstances on the application form.’
• CHP Consulting: only considers making an exception ‘if a student has had a medical problem and has a letter from their doctor confirming this’. In such a situation, the candidate should contact the HR manager, Gillian Bray, by phone or email, rather than applying through the usual channels in the first instance ‘as there is a chance the student could be missed or screened out’.
• Metaswitch Networks: will consider students with mitigating circumstances for their A level results or extensive relevant work experience. Will occasionally also consider students who have performed outstandingly well at university, or who have hard evidence of excellent technical skills. Candidates in such situations wishing to be considered should ‘apply through the usual channels but provide as much information as possible in the “Additional info” section of the application form.’
• Tessella: will consider making an exception in certain instances. Candidates in this situation should ‘apply through normal channels (online) but make the explanation clear in a covering letter.’

Two additional recruiters stated anonymously that ‘extensive work experience’ or ‘hard evidence of technical skills’ would not persuade them to make an exception. However, they might do so on the grounds of mitigating circumstances for A level performance or, in one case, for outstanding academic performance at university. One added that: ‘Because of the volume of applications it is impossible to deal with each applicant directly. To ensure fairness of process everyone should apply through our website.’

Will I be rejected automatically by the online application system if I don’t have the minimum grades?

No one wants to spend hours filling in an online application only to be rejected automatically. The good news is that while some recruiters design their systems to do this, many others do not, and will include an option to explain any mitigating circumstances. With many employers, it’s possible to register to use the online system and then take a look at what it contains before deciding whether to spend the time completing it. Spotting a mitigating circumstances section is a good indication that you won’t be automatically rejected.

What can I do if I’m still struggling?

TARGETjobs IT spoke to a number of university course tutors about what students should do if they feel they are a stronger candidate than their A level results suggest. They encouraged students to persevere where possible and lobby employers to consider them. In some cases, university tutors are willing to assist on behalf of students.

• Richard Pettinger, course director and admissions tutor at UCL for the undergraduate information management for business programme, advises: ‘We would tell them to persist; and we will also always lobby, advise and arrange meetings on their behalf and hope to change either company policy, or at least to make exceptions.’
• Meanwhile James McKee, admissions tutor at Royal Holloway’s mathematics department, suggests: ‘1) Press the employers to see if they will consider other measures of talent. 2) Look for other employers!’
• Professor Dr Reiko Heckel, chair in software engineering at the Department of Computer Science, University of Leicester, comments: ‘In some cases the motivation of an employer may be to filter applications through automated processing. Under Data Protection law, individuals have the right to opt out of automated decision making based on their data. That means, by law there should be a way around automated systems, such as an email address, where a CV or enquiry can be sent, and they may be prepared to accept students with excellent degrees despite lower A level results.’

From our survey of recruiters, it’s clear that this is worth a try in some instances, as not all recruiters regard their minimum grade requirements as ‘absolute’ – even if that’s not the impression they give in their recruitment advertising. If you can’t find any information on their websites or online application forms about mitigating circumstances, try getting in touch with recruiters prior to applying to see if it’s worth your while. Make any mitigating circumstances or outstanding achievements clear in your covering letter (if applying by CV) or on the online application form (if applying online). It’s also worth asking in your university department or careers service to see if anyone can put in a good word for you with a recruiter they know.

However, the survey also indicates that some recruiters are more flexible that others, so be realistic. In particular, try recruiters offering similar work but who have no UCAS points cut-offs – it’s always possible to change companies a couple of years down the line. As well as the companies listed above, your university department or careers service may be able to direct you to recruiters who will be keen to hear from you.

• Are UCAS points cut-offs for graduate IT jobs hampering social mobility?