洞见 （ DJ00123987 ） —— 不一样的观点，不一样的故事， 3000 万人订阅的微信大号。点击标题下 蓝字 " 洞见 " 关注，我们将为您提供有价值、有意思的延伸阅读。 学历会贬值，能力却永远不会贬值。 ♬ 点上方播放按钮可收听洞见主播素年锦时朗读音频 让人意想不到的是，这已经是考研人数三连降了，2026年比2025年又少了45万人。 很多人为此感到困惑。 作者：洞见ciyu 一直以来，学历是最好的敲门砖，即使内心明白考研是千军万马过独木桥，许多人也甘愿去努 力搏一把。 可是现在，考研热怎么就降温了，难道是研究生不值钱了？ 我自己也认真考虑过这个问题，但在回答这个问题之前，我先跟大家分享一件事。 今年，侄子大学毕业之前，我问他打算考研吗？ 他是电子信息工程专业的，以往这个专业的人大部分都会选择考研深造，因为大厂的一些相关 岗位会要求研究生学历。 但我侄子说：没必要。 前几天，2026年研究生招生考试报名人数出炉，一共343万人。 为什么呢？因为他本科是985，自己在大学四年里，研发过项目、拿过大赛的奖、与企业合作 过项目，这些都是他的履历加分项，不需要研究生学历镀金。 其实不只是他，他的很多同学在 ...

Core Insights - The number of applicants for the 2026 national master's degree examination in China is 3.43 million, reflecting a downward trend in recent years, which experts attribute to a natural adjustment after a period of rapid growth in enrollment [1][2] - The decline in applicants is seen as a rational return to a more thoughtful consideration of career paths, with students increasingly viewing graduate studies as one of several options rather than a default choice [1][3] Group 1: Trends in Graduate Education - The decrease in graduate school applications is not merely a fluctuation but signifies a shift from quantity growth to structural optimization and quality enhancement in graduate education [2] - Factors influencing students' decisions include rising tuition fees for professional master's programs and changes in the job market, prompting a more rational evaluation of the benefits of pursuing further education [2][3] Group 2: Student Motivations and Employment Perspectives - A survey indicates that 55.87% of undergraduates consider pursuing a master's degree as one of their main options, while 51.4% prefer direct employment, showing a diversification in career choices [3] - The perception of the value of a master's degree is becoming more nuanced, with 70.83% of employers acknowledging that while a graduate degree has advantages, its significance in hiring decisions is diminishing [3][4] Group 3: Shift in Labor Market Dynamics - The labor market is transitioning from a focus on academic qualifications to an emphasis on skills and competencies, driven by advancements in artificial intelligence and digital technologies [4]

Core Points - The adjustment of the age limit for the national civil service examination (国考) to 38 years old aims to attract more experienced candidates and reflects a shift towards an "ability-based" hiring standard [2][4][8] - The number of applicants who passed the qualification review has increased to 3.718 million, an increase of approximately 300,000 compared to 2025 [2] - The change is seen as a response to demographic trends, including increased life expectancy and delayed retirement policies, which extend the professional lifecycle [4] Group 1 - The new age limit allows individuals aged 35 and above to have renewed opportunities, as seen in the experiences of candidates like Zhang and Zhou, who feel hopeful about their chances [2][5] - Experts believe that the change will encourage a reevaluation of age discrimination in hiring practices across various sectors, not just in public service [4][8] - The adjustment is part of a broader trend, with some regions already implementing similar age limit relaxations for public sector recruitment [8] Group 2 - Despite the positive aspects of the age limit relaxation, many older candidates face challenges such as limited job options and difficulties in preparation [5][6] - Concerns exist regarding the physical fitness requirements for older candidates, as well as potential issues with career progression and integration into existing job structures [6][7] - Experts suggest that while the entry barriers have been lowered, there is a need for systemic changes in promotion and evaluation processes to ensure that older candidates can advance in their careers [7][9]

Core Viewpoint - The adjustment of the civil service examination recruitment policy marks a significant change, lifting the age limit for applicants from 35 to 38 years, and for recent master's and doctoral graduates to 43 years, which is expected to reshape the recruitment landscape and serve as a positive example for the broader employment mechanism in society [1][2]. Group 1 - The new age requirements aim to eliminate the "35-year threshold," which has become a label for age discrimination, reflecting the need for policy reform in the context of changing social conditions [1]. - The policy change is aligned with the 2024 central government directive to "eliminate age discrimination" and is connected to the gradual extension of retirement age [1]. - The inclusion of mature professionals aged 35 to 38 and highly educated individuals returning to the job market is anticipated to enhance public service with more social experience [1]. Group 2 - The adjustment of the civil service examination policy serves as a benchmark, potentially prompting various employers to reassess their recruitment standards, thereby breaking the long-standing "35-year threshold" that has permeated public and private sectors [2]. - The new measures are expected to alleviate societal anxiety, particularly for the 35-year-old demographic, which constitutes a significant portion of family support and consumer spending [2]. - The shift in recruitment philosophy from "age-based" to "ability-based" is likely to foster a more inclusive workplace environment, contributing to a fairer employment landscape [2].