Is Requiring Graduation Dates in Job Applications a Subtle Form of Ageism?

When applying for jobs online, many candidates notice a common field: “Year of Graduation.”

At first glance, it may seem harmless—just another piece of background information. But is it really necessary? Or is it quietly pushing away talented, experienced candidates?

For older job seekers, this requirement can feel like a spotlight on age. A graduation date instantly reveals a candidate’s approximate age range, even if they don’t want that to be a factor in consideration. And let’s be honest—while age discrimination is illegal, it’s not exactly uncommon.

Many experienced professionals have told me that they stop short of submitting an application when faced with mandatory graduation date fields. They assume—fairly or unfairly—that their application may be dismissed before their skills are even reviewed. The risk of bias feels too great.

So, what’s the point of requiring it? If a candidate has the degree, the diploma, or the certification, isn’t that enough? Employers rarely need to know the exact year unless they’re verifying credentials in a background check later in the process.

By including graduation date requirements at the application stage, organizations may unintentionally discourage highly skilled applicants—often the very people with the depth of experience they claim to value.

What Employers Can Do:

• Make graduation year optional. It’s fine to ask, but don’t force it.

• Focus on skills and experience. A candidate’s value is in what they know and can do, not when they finished college.

• Audit your application process. Could it be unintentionally filtering out diverse, experienced talent?

  
  

Removing unnecessary barriers creates a more inclusive process—and ensures you don’t lose out on strong candidates who feel overlooked before they’ve even had a chance.