read tips

　　During the spring recruitment period, the reporter saw on multiple recruitment platforms that some companies set 30 as the upper limit of recruitment age.

This also made many job seekers lament, "The 35-year-old middle-aged crisis in the workplace has come earlier." According to the interviewed experts, under the background of decreasing demographic dividend and intensifying aging, setting an "age threshold" for recruitment is not conducive to human resources. The rational development and full utilization of resources also damage the equal employment rights of workers.

　　"At most, I interviewed 3 companies in one day, but I was rejected because of my age." After the Spring Festival, Yang Lihua from Changchun joined the job search team again.

Since November last year, Yang Lihua has been looking for a job, but in the process of submitting resumes and interviews, he found that many companies limit the recruitment age to less than 30 years old. At the age of 37, he was rejected a lot because of his "overage".

　　At the time of spring recruitment, the reporter saw on multiple recruitment platforms that many companies do set 30 as the upper limit of recruitment age.

This also made some workers lament, "The 35-year-old midlife crisis in the workplace has come earlier."

　　According to the interviewed experts, under the background of decreasing demographic dividend and intensifying aging population, it is even more necessary to “remove” the “age threshold” for recruitment and strive for equal employment opportunities for job seekers, especially middle-aged and elderly job seekers.

It is recommended to introduce active employment promotion policies, and guide employers to no longer discriminate against age in employment and recruitment through vocational training and social security subsidies.

　　Is 30 the "age threshold" for job hunting?

　　After graduating from junior college, Yang Lihua has been working in the clothing and fashion fast-moving consumer goods industry, as a shop assistant and supervisor.

He told reporters that most of the practitioners in this industry are young people in their early 20s, and their mobility is relatively high. He himself has changed jobs many times before, but in the past two years, he has been able to choose fewer and fewer positions.

　　A rural bank in Changchun is recruiting a retail account manager, and the age requirement is under 30 years old (inclusive); an information technology company in Shanghai is recruiting a personnel specialist, and the age requirement is under 30 years old; a digital technology company in Jinan is recruiting an administrative assistant, and the age requirement is under 30 years old... On major online recruitment platforms, the reporter saw that many companies use 30 years old as the "age threshold" when recruiting.

　　Li Bei from Jiangxi is 31 years old. When she was looking for a job, she was blocked because of the "age red line".

　　The job search goal Li Bei set for himself is a monthly salary of 5,000 yuan, with weekends off.

Previously, she interviewed for clothing sales positions such as children's clothing and women's clothing in a shopping mall, but all of them ended in failure.

　　Li Bei told reporters that the interviewer of a women's clothing store made it clear that "all sales in the store must be under 27 years old", and the operation director of a clothing store revealed to her, "If you are over 35 years old, you will not be able to enter the interview at all." .

　　"Whether it is online job hunting or the offline talent market, it is obvious that employers have increasingly strict age requirements." Yang Lihua told reporters that he has old and young, and now he just wants to find a job as soon as possible. Entering the job, relieving the pressure of mortgage and raising children.

　　Where does "age anxiety" in the workplace come from?

　　Why do companies prefer young workers when recruiting?

Tian Wenqian, a senior human resources director of a manufacturing company, revealed to reporters that for some positions with high labor intensity, the company will worry that older employees cannot keep up with physical strength and cannot stay up late, and young people are motivated and have no family constraints. Middle-aged people with a family and a family are "not cost-effective" in the eyes of enterprises to better achieve performance.

　　Tian Wenqian also pointed out that especially in some emerging industries, especially the Internet industry, for enterprises, the skills and experience acquired at work are not the most important, but the creativity and innovation based on new knowledge and new technologies are more important. Importantly, the way to improve professional skills is no longer entirely based on time accumulation.

　　Hu Yufei, a 27-year-old programmer, has a deep understanding of this.

　　The industry turmoil is combined with the impact of the epidemic. In the three years since graduation, he has been in a state of looking for a job almost all the time.

From Xi'an to Nanjing, and now to Wuhan, he changed 3 jobs.

In every Internet company he works for, youth is the key word in recruitment, and the age of the management is almost 35 years old.

　　He has a clear "red line" in his heart - if he is still typing codes at the front line at the age of 35, it will be dangerous and he will be eliminated easily.

　　During the interview, the reporter found that more and more people in the workplace will feel "age anxiety" around the age of 30-worried that they will face a crisis of being eliminated in their current positions, and they will be hindered again because of "older age" when re-employment.

　　Previously, the "Research Report on the Employment of Middle-aged and Elderly Job Seekers" released by "Zhaolian Recruitment" also pointed out that in industries that have higher requirements for practitioners' ability to update their own knowledge, middle-aged and elderly job seekers who are engaged in standard operations or transactional work are likely to be rejected. Replaced by young professionals or artificial intelligence.

　　Incorporate age discrimination into the category of anti-employment discrimination

　　According to the interviewed experts, using age as a recruitment threshold will have adverse effects on workers, employers and social development.

　　Zhang Yanhua, an associate professor at the China Institute of Labor Relations, analyzed that age discrimination is unfair to workers and is not conducive to their long-term career development; as far as companies are concerned, discriminatory employment may keep truly capable labor out of the company. Once workers cannot enter the workplace smoothly, the supply of labor will be reduced, leading to labor shortages and rising labor costs; for social development, under the background of the gradual disappearance of the demographic dividend and the aging population, it is not conducive to the rational development of social human resources And make full use of it, it will also cause a waste of human resources.

　　"According to the Labor Law, workers have the right to equal employment and the right to choose a career. The Employment Promotion Law also stipulates that employers recruiting personnel and job intermediary agencies engaged in job intermediary activities must provide workers with equal employment opportunities and fair employment. conditions, and all kinds of employment discrimination shall not be practiced,” said Wang Yuqi, a lawyer at Guangdong Guanghe (Changchun) Law Firm.

　　In relevant laws and regulations, although age discrimination is not clearly listed as employment discrimination, it has left room for anti-employment age discrimination.

　　Wang Yuqi further explained that the Labor Law has a closed list of anti-employment discrimination, and opposes discrimination based on ethnicity, race, gender, and religious beliefs. In the Employment Promotion Law, a "etc. ", which means that the openness of the grounds for anti-employment discrimination is recognized.

　　Wang Yuqi also suggested that, in addition to maintaining the learning ability of workers themselves and constantly "upgrading new" skills, and enterprises actively undertaking social responsibilities to carry out vocational training for employees, they should also introduce active employment promotion policies at the national level, through vocational training, social security subsidies, etc. Ways to guide employers not to use age as a threshold when employing and recruiting.

　　Earlier, at the two sessions of the country, some deputies to the National People's Congress proposed to gradually abolish the 35-year-old threshold for civil servant recruitment.

Experts said that the removal of this threshold is not just about asking civil servants to open age restrictions, but hoping that by changing the recruitment method, a consensus will be formed in the whole society to abandon age discrimination in employment and adapt to the development needs of an aging society.

　　(Some interviewees in this article are pseudonyms)

　　Liu Shanshan Peng Bing

　　Liu Shanshan Peng Bing