Break the "35-year-old phenomenon" and don't let age block talents

　　Recently, a message caused heated discussion on social media.

The netizen wrote in a message: "I am a software developer, 45 years old this year, proficient in various technical systems... But when I returned home for half a year after resigning and looking for job opportunities, I found that there was even an interview opportunity. It's hard to come by." In recent years, the 35-year-old phenomenon has been a hot topic on the Internet. This message once again stamped some people's pain points.

　　Programmers have the so-called golden age, which is to work until 35 years old after graduation. Once they pass the golden age cycle, they will face professional bottlenecks and even encounter the embarrassment of being transferred or dismissed.

The experience of "45-year-old programmer being blocked in job search" seems a bit absurd. Before he resigned, he was still the core technical backbone of the company. But after half a year of resignation, he could hardly find an interview opportunity to apply for a job. His experience was obviously unreasonable, but he had A certain degree of universality, many people have encountered, is worthy of reflection from all walks of life.

　　According to the laws of physiology, when a person's physical strength, energy, memory, and creativity are most vigorous, it is the young stage, and with age, these abilities will decline.

In the workplace, after the age of 35, it means that physical strength and memory are declining, and you can no longer stay up all night. In addition, you have to take the responsibility and burden of taking care of the family, and you cannot devote all your energy to work.

In this way, companies and units are more inclined to young people, who are not only more energetic, but also more cost-effective, and can withstand greater work pressure.

　　Nowadays, when recruiting personnel, many companies and units directly put forward the age requirement under 35 for many jobs. This threshold has become a huge restriction invisibly, blocking many outstanding talents and making them encounter vacancies in the workplace. The dilemma of a skill but useless.

In fact, middle-aged and young people over 35 years old are just when they are young and vigorous. Through years of work, they have accumulated a wealth of work experience, established a social network, and can play more in technical guidance, business training, management and other positions. The role of.

　　At present, my country has entered an aging society, coupled with the decline in the birth rate, the proportion of young people is gradually decreasing. In the future, many fields will face labor shortages, and a large number of middle-aged and elderly people will need to fill the gap.

Moreover, my country has introduced a policy of delaying retirement, and now many enterprises can also hire retirees to encourage the elderly to use their residual heat and replenish their labor.

It can be seen that age is not the "ceiling" of the workplace. The key is that relevant employers need to change their thinking mode, recognize the age value of the labor force, and make corresponding adjustments in time to meet the needs of the development of the times.

　　Breaking the "35-year-old phenomenon" in the workplace requires the joint efforts of all sectors of society to create a relaxed employment environment, remove age restrictions, and build a friendly society for older workers.

For example, when recruiting, it is forbidden to use age as the threshold for employment; establish unimpeded job promotion and job circulation channels so that workers of all ages have a stage to exert their abilities; improve the staff training mechanism, implement a regular training system, and change jobs. The adjusted employees are given sufficient opportunities for ability training to expand their career space.

　　Jiang Debin Source: China Youth Daily

　　Version 08 on November 19, 2021