Every employment season, the topic of "first degree discrimination" is always a "hot search" frequent visitor. The reality that many people face is that they cannot pass the resume level when looking for a job, despite being labeled as "Double First Class" instead of "Double First Class" universities. Why do employers need to "card education"? For them, what they need is suitable talents, and there is currently no simple and direct way to measure the comprehensive quality of graduates who can meet their job requirements. At this point, academic qualifications, as a more intuitive evaluation indicator, have reached the center of the stage. It has clear boundaries and clear levels, whether it is the previous "985" and "211" or the current "Double First Class" university evaluation system, all have a fixed number and are distributed in a pyramid shape, allowing units to choose according to their needs. However, the key question is, is education an effective indicator for evaluating the comprehensive quality of talents? In fact, if an employer only selects talents based on their educational background, they may make two types of mistakes. One is "wrong selection", where people with education but insufficient comprehensive qualities are mistakenly selected. For example, those who have "high scores but low abilities" and "talk on paper" may easily take the exam, but when faced with practical problems, they are at a loss. The second is "missed selection", where individuals with insufficient education but high overall quality are eliminated. The first degree discrimination is a situation where a momentary mistake restricts one's life development, which is not only an individual's misfortune, but also a loss to society. We must also recognize that although selecting based on academic qualifications may lead to "wrong selection" or "missed selection", simply prohibiting "solely based on academic qualifications" cannot solve the fundamental problem. In the absence of an effective talent evaluation mechanism, even if one does not rely solely on academic qualifications, they will still rely solely on others. To solve the problem of scientific talent selection, we should first establish and then break through. What is standing for? Establish a scientific evaluation index system for the comprehensive literacy of graduates. Universities should collaborate with employers to determine talent needs based on economic and social development needs. Based on this, talent training programs should be designed, and students' academic, career, and psychological development should be comprehensively considered. A comprehensive evaluation index system should be constructed, including academic performance, career development, and mental health, to ultimately form a comprehensive "physical examination report" on the comprehensive literacy of graduates. After that, it can be broken. Revise relevant provisions in the Employment Promotion Law and other laws in the form of regulations and systems, clearly include "educational discrimination" in the prohibited scope, eliminate the unscientific behavior of education as the sole measure of graduates' comprehensive literacy, and let "only education" withdraw from the historical stage. At the legal system level, ensure the selection and appointment of talents in a more comprehensive and scientific way. (Le Xin She) (Author: Yu Kun, Associate Professor of the School of Labor and Personnel at Renmin University of China, and Deputy Director of the Enrollment and Employment Office at Renmin University of China)