Hello everyone, I'm the editor of Toutiao, and I'm talking about something. Today, we are going to unveil a topic that has made everyone confused and emotional—why don't you recruit people over the age of 35? Recently, we have obtained some shocking truths from the sharing of netizens, which makes people think about the undercurrents and dilemmas behind the workplace. Follow me and take a look!
### Secret 1: The reality of ageism in the workplace
The once glorious 35+ age group has been seen as a difficulty in the workplace since a certain moment, and netizens have shared their personal experiences, which is staggering. Many mature, experienced and dynamic job seekers are often hit by the hiring threshold. What causes such discrimination in the workplace?
### Secret 2: The constraints of social concepts
The influence of social attitudes on the workplace is ubiquitous. Research shows that prejudice against age is deeply rooted in people's minds. Society's pursuit and admiration for young people, as well as the preconceived negative evaluation of middle-aged and elderly people, further exacerbate the phenomenon of age discrimination in the recruitment process.
### Secret 3: The plight of job seekers
For job seekers over the age of 35, they face more than just ageism in the workplace, but more dilemmas and challenges. For example, work experience is devalued, technical ability is doubted, and so on. Netizens lamented this situation and expressed their confusion and helplessness.
### Secret 4: Considerations for enterprises
At the same time, it is worth paying attention to the factors that companies consider in the recruitment process. While we can't ignore the need for young, creative and resilient employees, we can't ignore the valuable experience and stability that have been built up in the workplace. How to take care of both is a difficult problem that enterprises need to think about.
### Secret 5: Break the stereotype
Now that we've exposed this problem that has existed for years, we also need to think about how to break down stereotypes. From ageism in the workplace to changes in talent selection mechanisms, we need to work together to make the workplace more equitable, inclusive and progressive.
### Summary:
In the face of ageism in the workplace, we cannot remain silent, let alone give up. There is no age limit in the workplace, because everyone has their own shining point and value. Let's work together to drive a shift in societal mindsets, break stereotypes, and create a more equal and inclusive workplace.
Topics such as recruitment problems, whether the years are guilty, and social concepts have resonated and reflected on netizens. Let's call for change and create a more equitable and inclusive workplace!
The above is about why you don't want to be over 35 years old in recruitment? After reading the sharing of netizens, it is simply too real topic. I hope that through this tweet, more people can pay attention to and think about ageism.
**Keywords**: Recruitment# Why don't you be over 35 years old? #
Label: #招聘 #就业 #年龄歧视 #工作环境 #人才流失
Hello everyone, I am the editor of Toutiao. Recently, some netizens shared a post on social media about why they should not be over 35 years old for recruitment, which caused widespread discussion and controversy. Today, I'm going to reveal the truth behind it and take you to an in-depth understanding of this topic.
First of all, let's be clear that age discrimination is unreasonable and illegal. According to the provisions of the Labor Law, employers should treat all applicants fairly in the recruitment process and shall not discriminate on the basis of age. However, some companies or recruiters still have a bias that younger employees are more energetic and creative, while older employees may have problems with productivity. This view is wrong because age does not determine a person's ability and worth.
Next, let's take a look at why there is such a recruitment phenomenon. The first is the impact of brain drain. With the development of technology and the advancement of the times, many industries need to keep pace with the times. Some businesses are concerned that employees over the age of 35 may not be able to adapt to new ways of working and technological changes, so they are more inclined to hire younger people. However, this practice ignores the value and stability that comes with an experienced and veteran employee.
The second point is the impact of the work environment. Some businesses believe that older employees may have a harder time adapting to high-pressure work environments and overtime situations than younger employees. However, this is a complete generalization. In fact, older employees generally have better time management and ability to work under pressure, which can stabilize their work status and increase their productivity. Age should not be the only criterion for judging whether a person is suitable for work.
Finally, I would like to emphasize that talent knows no borders and there is no age limit. In the context of globalization, countries are promoting the free flow of human resources, and age discrimination not only violates moral and ethical standards, but also harms the long-term development of enterprises. Recruiters should assess the value of a candidate based on their abilities, experience, and potential, rather than judging them based solely on their age.
To sum up, "why don't you recruit over 35" is not a reasonable excuse. Age should not be a deciding factor in an employer's hiring process. We should emphasize a fair, just and inclusive employment environment and encourage the development of talents of all ages.
It is hoped that through this article, everyone can pay attention to the phenomenon of age discrimination, and call on all sectors of society to work together to create a fair and inclusive employment environment. Let's work together to build a society full of talents!