Is it reasonable to ask the recruitment office secretary to be under 20 years old when recruiting large pharmaceutical companies?

The Labor Law does not stipulate the age limit for enterprise recruitment. Therefore, according to the production and operation situation, enterprises need people of different ages in different positions, so it is not illegal to set corresponding age limits in recruitment.

However, this behavior of enterprises is incorrect, which has a certain negative impact on corporate brands to some extent.

Enterprises may also miss some truly senior and outstanding candidates because of the age limit in recruitment.

What is the principle behind the age limit in recruitment?

As mentioned above, the recruitment of professional managers in enterprises is based on the consideration of age, which was the demand of the employing department at that time: for example, a line manager who is 35 years old may tend to recruit younger subordinates (I have seen too many managers have this tendency in the past). After all, managing older subordinates will be more likely to encounter obstacles in the actual running-in (in fact, choosing younger subordinates is far more than that). And some professional managers are not inclined to find leaders younger than themselves. Sometimes headhunting is also based on the matching degree of both parties.

Secondly, according to the characteristics of the industry. For example, most of this industry may be young people, who work overtime and have a fast pace. It is true that young people will adapt to this environment and rhythm more easily. Mainly depends on the matching degree of the applicant's past work environment. What is important in the workplace is job matching. In addition to work experience, there are of course corporate culture and environmental adaptation.

Third, out of consideration for the growth of professional managers. Suppose there are two candidates, A and B. A is A:28 years old and B is B:35 years old. If B still applies for the position of assistant manager at this time, his growth rate is obviously too slow. After all, the 35-year-old professional managers who develop smoothly in the general workplace are generally managers, and the outstanding ones have reached higher positions such as directors and even general managers and CEOs. If A and B have the same working ability and stability, then the young candidate will obviously be more competitive, because he at least shows that he can sit in that position earlier than others.