Generally speaking, it is acceptable to use GPA as a legitimate qualification. It can be used as a minimum qualifier for a position or to distinguish a more suitable candidate from a group of similarly qualified candidates. However, the two key things for employers to remember here, as with any hiring or employment practice, are: 1) applying it consistently; and 2) being able to prove that it is job-related. As an employer, you need to make sure that the qualifications you are using do not unduly result in an adverse impact on any particular group of applicants. One argument that has been put forward before is that using GPA in employee selection may be potentially causing an adverse impact on applicants with disabilities, minority applicants, and applicants over age 40. Employers are free to use testing and selection tools and methods; but they need to evaluate these to make sure that none of these practices cause adverse impact in hiring, whether intentionally or not.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.