Why don't companies recruit people over 40 now?

In fact, it may not be completely unfavorable for enterprises to hire job seekers over 40/45 years old. At the end of last century, I just worked in a private enterprise. At that time, I was facing the reform of state-owned enterprises, and a large number of laid-off women workers in their forties and fifties were unemployed. One is lack of skills, and the other is weak communication skills. But our big boss made an exception and recruited more laid-off women workers in sales positions.

Unexpectedly, before long, these women workers in their forties and fifties will put on a shocking performance. They work hard, have been on business trips for many years, and often take orders for big projects. Within a few years, these laid-off women workers have brought explosive growth to the company's performance. Because 40/50 employees are more mature than young employees, cherish job opportunities more and care less about salary. It is precisely this group of women workers in their forties and fifties who are included in the deformity. After more than ten years of hard work, they have earned a lot of money, and now they are all old.

Therefore, many enterprises are unwilling to hire job seekers over 40/45 years old, which is discrimination. In our opinion, different jobs have different needs for more than 40/45 job seekers. Some jobs are really not suitable for people over 40/50, and some enterprises like to choose young people to save money. However, since I have been in private management for so many years, my age is nothing, it depends on everyone's ability.

Then, why are some enterprises unwilling to hire job seekers over 40/45 now? First of all, enterprises are often recruiting ordinary posts instead of middle and senior management teams, and ordinary grass-roots posts need innovation and development. Older people are conservative and inflexible, and their physical condition is getting worse and worse after the age of no doubt, so enterprises don't like to recruit middle-aged people in ordinary positions. For those jobs that rely on years of knowledge accumulation, I am afraid that the more experience a job seeker has, the better it will be for the development of the enterprise.

Furthermore, enterprises are deliberately unwilling to recruit job seekers over 40 and 50 years old for cost reasons. Because most job seekers over 40 years old are locals who have worked, and later they lost their jobs for some reason. If these people are recruited, the enterprise will have to add "five insurances and one gold", and if the enterprise recruits newly graduated foreign college students to do this work, it will not only be efficient, but also save costs.

Finally, if you recruit people in their 40 s and 50 s, you will definitely not want to be managed by a young supervisor, because when you are old, conflicts will often arise and efficiency will be low. At the same time, young college students are better than those in their 40 s and 50 s in learning ability and skills. Enterprises need training in office automation to recruit a group of people in their 40 s and 50 s, such as PPT and EXECE. They are not familiar with it, but they can easily use some basic computer skills when recruiting college students.

Enterprises are reluctant to recruit job seekers over the age of 40 /45, mainly because of their lack of innovation ability, aging thinking mode, high expenditure cost and lack of basic workplace skills. They still need to be cultivated slowly and waste time. It is not as good as young college students to start businesses as soon as they go to work. But in some positions that focus on experience accumulation, such as science and technology enterprises, the older the experts, the more popular they are. The older you get, the more worried you are about not having a job.