Job applicants routinely spend hours completing online applications requesting demographic information, including gender, sexual preference, ethnicity, veteran status, disability status, education credentials, and eligibility for tax-credit programs.
By the time the application process is complete, many candidates are left wondering whether employers are more interested in gathering information and eliminating applicants than identifying talented individuals who can actually do the job.
The result is a hiring process that frequently places greater value on background investigations, credential screening, and demographic reporting, than on the qualities that determine the potential for effective performance.
Have Employers lost sight of the Purpose of Hiring?
According to the U.S. Bureau of Labor Statistics, individuals unemployed for 27 weeks or longer accounted for approximately 28.2% (not seasonally adjusted) of the unemployed population in September 2026. This trend has significant implications. Based on research cited by Refolk “extended employment gaps may trigger automated screening systems or employment-gap filters, reducing opportunities for employment; [refolk].”
However, these gap analyses fail to account for the structural realities of contemporary hiring practices, including multi-stage interview processes and prolonged background screening procedures which can extend hiring decisions from 2 to 8 weeks. This is a contributing factor to periods of unemployment despite actively seeking employment. [leon], [voxbooster].
Consider the current state of the selection process:
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• Approximately 94% to 96% of employers conduct background checks on applicants. [npbsa]
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• A 2017 study cited by the National Conference of State Legislatures (NCSL) found that 61% of hiring managers rejected otherwise qualified candidates because they lacked a four-year degree. [ncsl], [hbs]
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• Research cited by AARP found that qualified older applicants receive approximately 40% fewer job offers than younger candidates after in-person interviews. [aarp]
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• Mobley v. Workday Case No. 3:23 cv 00770, N.D. Cal., filed in 2023 states that Artificial Intelligence screenings discriminate based on age, color, and disability. [courtlistener]
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• Federal Trade Commission (FTC) states, “job and employment agency scams tripled between 2020 and 2024, and losses rose from $90 million to $513 million; [ftc].”
Cultural Engineering
Enforcing a shallow employment culture driven by excessive screening, appearance bias, and age discrimination limits the concept of equal opportunity. For years, employers have treated education, appearance, specialized skills, and experience as liabilities rather than assets.
Individuals are commonly encouraged to earn degrees, acquire specialized skills with certification, and refresh existing education to advance in their chosen career paths. Yet when economic downturns, layoffs, health concerns, or industry changes force them to seek lower-paying work, those same qualifications become barriers to employment.
The result is a labor market that excludes applicants at both ends of the spectrum. Applicants without degrees are often rejected for lacking credentials, while applicants with experience and credentials are overlooked because they are perceived as retention risks.
For individuals attempting to return to the employment market, the employment pursuit can be a humiliating experience. Employers often unfairly scrutinize individuals seeking to address résumé gaps by applying for jobs in low-paying, high-turnover industries that experience elevated rates of employee theft and attrition. Consequently, applicants may perform poorly during interviews or provide inaccurate responses, reflecting an unconscious struggle to accept the impact of their employment decision(s), which could hinder their employability within their chosen career path.
Is the Education worth it?
According to a 2023 report published by Dallas College, “the relative advantage of a college degree is less pronounced, and public confidence in the value of a college degree, particularly as a pathway to well-paying employment, has diminished significantly; [dallascollege].”
Though this statistic introduced by Strada Education Network, known as the Research Institute for Dallas College, does not directly consider the recent impact of Artificial Intelligence into mainstream educational markets, it does indicate that “40% of community college interns are over the age of 25.” Therefore, it highlights a broader vertical trend in the vocational education market.
Stanford University reports that, between 2024 and 2025, enrollments for Computer Science majors decreased approximately 11%. Comparatively, the statistic also indicates master’s studies in Artificial Intelligence rose approximately 17% between years 2023 and 2024; [hai.stanford], [stanfordonline].
Based on these educational trends, one could assume that any education achieved through both formal and non-formal formats would be valued by employers. The technology industry provides a notable example, given its rapidly evolving landscape. Many technology focused employers recognize that a degree does not indicate job-ready technical competence.
National Conference of State Legislatures (NCSL) research indicates, “degree inflation constrains the labor market by limiting the number of jobs available for workers without a diploma and the number of applicants organizations could consider in their talent pool; [ncsl].” The research merely suggests that educational credentials alone may no longer serve as the primary differentiator in hiring decisions.
However, education and experience have long been considered together when determining the most qualified candidate for entry-level positions. “Employment outcomes are strong for individuals that participate in internship programs, regardless of degree completion; [strada], [nace].” Therefore, the absence of a complete bachelor’s or master’s degree at the time of hire does not reflect an absence of education.
Comparatively, the proposition of employment without proven skills or competencies beyond entry level presents a practical and conceptual quagmire for employers. Drexel’s research states, “professional positions that require a certain degree (e.g., JD for a lawyer) do not have equivalency language and that accepting equivalent experience can increase the size of an applicant pool and the chances of finding the best available candidate; [drexel].”
A broader scope…
Comparisons of educational attainment across generations should account for the market conditions under which the applicants or candidates hold education. Generation X generally encountered lower tuition costs but had fewer consumer protections and limited access to programs designed to mitigate student loan debt or address institutional misconduct. [prnewswire].
Comparatively, Generation Z faces a substantially higher cost of attendance; however, have broader access to financial aid, scholarship programs, internships, diversity initiatives, and various forms of student-loan relief. Additionally, there is more accessibility to Pell Grants which are minority specific and an increasing integration of internships involving corporate, state and federal employers.
Realistically, the lower sticker price of college tuition from 1989-2000 cannot be compared directly to today’s dollar amounts without adjusting for inflation. Additionally, “the average college GPA rose from 2.81 in 1990 to 3.15 in 2020; [bestcolleges.com].” While this trend in grade inflation may statistically favor recent graduates, it also reflects technological advancements in education, such as increased access to virtual learning environments and the ability to apply certification hours as credit toward degree-granting programs. Therefore, GPA alone is insufficient to measure astute judgment, practical competence, or success in real-world situations.
In either case, the stakes are high when economic downturns impact businesses and employment opportunities. Consequently, there is a certain amount of fear involved when attempting to complete education or internships while working in deadline intensive environments.