http://www.news.com/Need-a-job-Dont-use-a-Mac/2100-1046_3-5917696.html?part=rss&tag=5917696&subj=news
http://www.allbusiness.com/legal/legal-services-litigation/5762023-1.html
I felt compelled to respond to Nobleman's comment about HR. Having worked in HR for 8 years now, I've never heard of this list that is maintained which will "blacklist" you from companies. I would find it hard to believe this information can be shared due to all of the privacy laws that are out there.
Ever hear of a credit report? That is the oldest example and one of the biggest sources of inaccurate information. It took me years to straighten out my credit report, place a lock on it for new credit, and I must be diligent enough to review it every 6 months and make sure I have hard documentation from every creditor about the status of closed or paid accounts. Get this, I'm not even a victim of identity theft, just misinformation.
Recently I got the hunch to do my own background check, since when I went for a new license it was flagged. They asked me if I have ever been to or was wanted in Colorado, but apparently I don't match the description because I could hear the clerk saying "this is not the guy, no, not even close." That should be fun, I'll see when I get the time to do that.
There are plenty of "applicant management / tracking programs" which require you to accept a company's terms as a condition of application. This usually includes background screening, and possibly sharing your information with relevant 3rd parties. (what privacy act?) All it takes is one breach of security or policy at any one of these 3rd parties...
I don't see it long before these applications are hosted by the software company as an application service. It is not a far stretch to see that you can apply into their hiring database and be dropped to the bottom of a pool of candidates which several companies browse, thereby decimating an applicant's chances. That is if you can even get to apply because of various technology concerns, issues, or knowledge.
It is also simple to use these databases to filter candidates, simply by saying "filter out all the online university degrees". "filter out anyone that didn't list Windows as a skill".
You don't even need a computer to discriminate, I've seen it done by looking at graduation dates, experience, any number of things. Tech just simplifies it.
We need to meet our EEOC numbers, filter a list of qualified minority applicants (that could discriminate 2 ways no?)
All this is being done in the name of efficiency, yet some people have never used a computer and just want a job mopping the floor. Maybe if they got that job mopping the floor, they could afford to better themselves and move up the ladder.