Job-seekers are sending far more applications than a year ago and still finding doors closed, with even master’s degree holders applying to 32–60 roles per month and many fresh graduates unable to land a first job. New data from an employment platform and recent industry studies point to a painful squeeze driven by AI-driven role disruption, “ghost” job postings, and an oversupplied pipeline of credentialed workers — trends that have implications for Thailand’s universities, employers and families who still place high cultural value on degrees. The emerging picture is one of growing mismatch between education and available work, eroding faith in higher education as a reliable route to economic security (Fortune: Degrees used to open doors—now even grads with master’s degrees are sending 60 job applications a month to no luck).
The findings matter to Thai readers because they echo risks already visible in Southeast Asia: graduating into a weak jobs market can amplify social and economic strain for young adults and their families. In the US, Simplify — the job-search platform whose user data underpins the report — tracked roughly 1 million active job-seekers and some 150 million applications over the past year, finding that average monthly applications rose to 45 in May 2025 from 22 the year before. Master’s degree holders on that platform were among the hardest-hit, submitting as many as 60 applications per month, a stark turnaround for credentials once seen as a near-certain path to stable employment (Fortune: Degrees used to open doors…; Simplify).
This surge in application volume reflects multiple, overlapping forces. Employers report posting “ghost jobs” — listings for roles that are not genuinely open or are already filled — as a way to keep a presence on job boards, test candidate pipelines or build future talent pools. A 2024 recruiting survey found that 81% of recruiters admitted to posting such listings, a practice that leaves applicants frustrated and confused about real demand (MyPerfectResume 2024 Recruiting Survey). At the same time, candidate experience research shows high rates of “ghosting” after interviews and widespread reports of “love-bombing” — enthusiastic praise during recruitment followed by low offers — which further damages trust between applicants and employers (Greenhouse Candidate Experience Report 2024).
Technological disruption is another clear driver. Several reports this year documented a sharp fall in computer-programmer employment, returning levels to those not seen since before the internet era as AI tools replace many mid-level coding tasks. That contraction spreads pressure into occupations that once seemed insulated by technical skills, pushing computer science graduates to apply anywhere from 22 to 51 roles monthly and undercutting the assumption that STEM degrees guarantee rapid, well-paid placement (Fortune: Computer-programming employment fell to lowest since 1980; Bureau of Labor Statistics: Computer Programmers).
Experts tracking the candidate experience say the emotional toll is real. Career advisers cited in reporting describe job-hunters as “tired, depressed, desperate,” language that reflects a deepening sense of disillusionment with the labour market and with institutions that promised a different outcome. This sentiment appears strongest among the youngest cohorts: a Kickresume survey found roughly 58% of students who graduated within the past year were still looking for their first job, and other polls suggest more than a third of graduates now view their degree as a poor investment (Fortune: Degrees used to open doors…; Kickresume: Fresh-grads survey).
For Thailand, where degrees carry strong cultural weight and family expectations often shape education choices, the U.S. experience offers an early warning. National data already shows young people in Thailand face higher joblessness than older cohorts, and youth unemployment has ticked up in recent quarters — a fragile sign for a country that depends on a steady flow of graduate talent into tourism, services and the emerging digital economy (NESDC Social Outlook Q1/2025; TradingEconomics: Thailand youth unemployment rate). If Thai universities and employers do not adapt, graduates may face prolonged periods of underemployment or career shifts that undervalue their qualifications.
Several causal strands deserve emphasis for policy and institutional response. First, automation and generative AI are compressing entry- and mid-level roles in predictable ways; routine coding, data entry and certain content-creation tasks are increasingly automated, changing demand structures in knowledge sectors (Fortune: Computer-programming employment fell…). Second, information friction and poor recruiting practices — including ghost postings and weak communication — create artificial scarcity and waste applicant and recruiter time (MyPerfectResume 2024 Recruiting Survey; Greenhouse Candidate Experience Report 2024). Third, credential inflation and skill mismatch mean many graduates lack industry-relevant experience, internships or micro-skills that employers now prize over a generic degree certificate.
Thailand-specific implications are immediate and practical. Universities that continue to emphasize traditional degree tracks without stronger employer partnerships may find graduate placement rates fall, reducing public trust in higher education. Families that sacrifice to send young people to four-year or postgraduate programs could face financial strain if graduates take years to find work. Employers that rely on passive job posting rather than active training and clear pipelines risk reputational harm and a less diverse talent pool.
Historically, Thailand has navigated employment shocks by leaning on vocational training, targeted industry linkages and apprenticeship models. Those approaches align with Buddhist and family-centered cultural priorities — protecting younger family members and valuing practical contribution to household welfare. Re-emphasising apprenticeships and short-cycle credentials can be culturally resonant while also addressing immediate skills gaps.
Looking ahead, several developments are likely. First, credential utility may bifurcate: elite degrees from top institutions may continue to open doors, while mid-tier credentials without practical experience face declining market value. Second, AI will keep shifting task boundaries, increasing demand for hybrid skills such as AI oversight, domain expertise and human-centered problem-solving rather than pure coding. Third, recruitment practices may slowly reform under public pressure — legislative or industry standards could curb ghost posting and require clearer timelines and feedback to candidates.
For Thai policymakers, educators and employers the path forward requires coordinated action. Universities should expand mandatory industry internships, capstone projects co-designed with employers, and micro-credentialing pathways that certify specific competencies valued by firms. The Ministry of Higher Education, Science, Research and Innovation could incentivize industry-academia apprenticeships through targeted funding and quality assurance frameworks linked to placement outcomes. Employers should publish realistic vacancy data, commit to transparent hiring timelines, and invest in entry-level training rather than relying solely on screening by degrees. Career-service units must be upskilled to teach digital job-search skills, portfolio-building and AI-literacy to help graduates present work that machines cannot easily replicate.
At the community level, families and job-seekers should recalibrate expectations: consider diversified career pathways such as vocational certificates, short courses in AI oversight, or entrepreneurship supported by incubation programs at universities. Thai cultural strengths — intergenerational support and community networks — can be mobilised to provide mentorship and local placements that buffer the transition from study to work.
This moment also calls for national data improvements. Thailand’s statistical agencies and education bodies should publish timely graduate-employment dashboards showing field-of-study placement, time-to-first-job, and underemployment rates. Better data will help students make informed choices and enable institutions to adapt curricula to market needs (NESDC Social Outlook Q1/2025).
The human cost must not be overlooked. Surveys show many young job-seekers describe the experience in words such as “tired,” “depressed,” and “desperate,” a wake-up call for employers and educators to improve transparency and candidate support services. Career counselling in Thai universities should include mental-health referrals and practical coaching on navigating automated screening systems and building demonstrable work samples. Employers who reduce ghost listings and provide constructive feedback will not only improve social trust but also widen their candidate pools and long-term retention.
In short, the latest research framed by the Fortune report shows that degrees alone no longer guarantee economic mobility. For Thailand, the lesson is clear: preserve the social and cultural benefits of higher education while urgently retooling curricula, credentials and employer practices to match a labour market reshaped by AI and information frictions. Practical steps — stronger internships, micro-credentials, transparent hiring, and better labour-market data — can protect young Thais’ prospects and sustain public confidence in education as a path to a meaningful livelihood (Fortune: Degrees used to open doors…; MyPerfectResume 2024 Recruiting Survey; Greenhouse Candidate Experience Report 2024; Kickresume: Fresh-grads survey).
Practical recommendations for Thai readers: students should prioritise projects and internships that build portfolios over passive grade chasing; parents should discuss flexible pathways such as vocational certificates and apprenticeships; universities must forge employer co-design agreements for curricula; and employers should limit ghost postings, provide clear hiring timelines, and fund entry-level training programs. Policymakers can accelerate the process by tying some public funding to measurable graduate outcomes and by supporting upskilling programs that fast-track graduates into in-demand roles like AI governance, digital product management and sector-specific technical work — areas where human judgment and domain knowledge remain essential (NESDC Social Outlook Q1/2025; ILO Global Employment Trends for Youth 2024).