The age of 45 is the golden period of life, especially for skilled workers, but why are some companies unwilling to recruit them?

Hello, employees around 45 years old are at the peak of their youth and experience. Especially some technical talents are hard to find, but why are some companies unwilling to recruit them? Let me talk about this issue from the perspective of human resources management. The details are as follows.

I think some companies are reluctant to hire employees around 45 years old because most of these people (especially technical talents) have very high salary requirements, which exceed the company's ability to pay wages, so even if these people No matter how capable older talents are, companies will not recruit them. The main reason for this may be that the company itself has relatively thin profits and cannot afford high-tech talents around 45 years old, so it simply does not recruit these people. Therefore, companies cannot afford to pay and are unwilling to recruit 45-year-old professionals who are in their prime.

Another one, I think that some companies are not willing to hire people around 45 years old, which is also a kind of employment strategy of the company. How to put it this way, from the perspective of most companies, no matter what position they are in, they are all replaceable, and they can always find "good quality and low-price" employees, so companies feel that there is no need to recruit someone with technical skills. A very skilled person can do a good job just as well as an average person. To use a very popular saying, "the right one is the best." Therefore, most companies will follow this principle in their employment strategies. Therefore, in this case, some 45-year-old outstanding technical talents may not be the most suitable for the company, so they will not be recruited. Job seekers should never think that companies will definitely want you if they are extremely capable. You still have to look at whether you are a good fit for the company.

Also, I think the reluctance of some companies to recruit older job seekers around 45 years old may be related to the nature of the company's business. For example, the positions in some companies are of a service nature, and they require young people. At this time, let alone 45 years old, I am afraid that even companies that are 35 years old will not want them. For example, there are some companies where almost all of them are senior technical talents, and those people are younger. In this case, even if a 45-year-old person has strong technical ability, the company may not be short of people in this field. Naturally, They won't be hired either.

Finally, there is another factor. I think the reluctance of some companies to recruit people over 45 years old has a lot to do with the ideological understanding of the company's management or leadership. To put it bluntly, the reason why companies are unwilling to recruit older employees over 45 years old is because of the wishes of their leaders or bosses. They don't want to use these people. They don't care whether you have the ability or not. The job seekers are also in trouble. No one can control them. It's just so straightforward.

The above are some of the situations I have summarized from my recruitment experience. I think the reason why companies are reluctant to recruit older job seekers around 45 years old is mainly due to the above four reasons. I personally believe that if we want enterprises across society to recruit a large number of older workers over the age of 45, the labor department and enterprises must increase their awareness of responsibility.

A 45-year-old person is calm and mature, needs experience, energy and energy. Foreign companies are rushing to hire such personnel, especially technical personnel. You can see gray-haired old technical personnel everywhere. , but why are many domestic companies unwilling to ask for it? The reason is disturbing!

1. The cost of hiring you is too high. 45-year-old people have worked for more than 20 years. At this age, they are familiar with business and have superb skills. They need experience, energy and energy. But for employers, hiring such a person, especially a A technician has a fatal flaw, that is, the cost is too high. A young guy may only need to pay four or five thousand yuan to get rid of it, but hiring a 45-year-old person, especially a technical person, is not cost effective. No one cares about a monthly salary of 10,000 to 20,000 yuan. Today, with such fierce competition, the pressure on business operating costs is increasing. Therefore, companies should try not to recruit older technical personnel if they can.

2. Overtime work is not as good as that of young people. A 45-year-old person may have two elders and two children at home, and there are many housework chores, so he cannot compete with young people for overtime hours. Young people, especially those who are not married, are too busy at night to let them work overtime. Working overtime makes me feel bored, so I can only pass the time by working overtime. Therefore, a 45-year-old employee cannot compete with a young man in his 20s for working overtime hours. Overtime work means paying for the company for free. As a company boss, of course, That's why companies prefer to recruit young people.

3. 45-year-old people have become old and you are not as easy to fool as young people. A 45-year-old person who has been working for more than 20 years can be regarded as a veteran and has become a veteran. If the company wants to play some tricks, it is likely to be discovered at a glance, and the boss will think that it is difficult for them to drink. If you drink chicken soup, it will be difficult to inspire the work enthusiasm of these older employees, but it is different for young people. If you drink a bowl of chicken soup, your blood may immediately become boiling, and you may work overtime until all night long to work hard for you. Therefore, they will be more inclined to recruit young employees.

4. The thinking becomes fixed and the innovation is insufficient.

If you want to do well in the workplace, innovation ability is a very important ability, especially for technical personnel. Older employees often have less plasticity, their thinking has become increasingly solidified, and they are not easy to accept new things. The new concept, from the perspective of the boss, is that hiring such a person is not in line with the company's development needs.

5. There is a lack of policy protection for older working professionals. Why are there so many gray-haired older workers in foreign companies? The reason is that they have relevant legal protections. In foreign countries, once a company is reported to discriminate against older employees, it will face prosecution. In the United States, age is not allowed on personnel forms, and age is not allowed to be mentioned in interviews. Otherwise, it will be considered an infringement of age privacy and will be punished. Companies in our country do not recruit older employees over 45 years old. There are many reasons, but the lack of legal protection is the top priority.

I would like to take this opportunity to call on people from all walks of life to respect older employees. They have also fought hard and dedicated their youth and sweat in their twenties to the company and society, but now they are older. , please don’t kick them away. This is chilling. In the long run, this approach may also destroy the majority of domestic enterprises. We once again call on relevant departments to legislate to protect these older employees. Only in this way may the whole society be able to develop healthily!

It’s not that companies don’t like to recruit 45-year-old skilled workers, but the times are developing too fast.

Nowadays, China’s development can be said to be changing rapidly. Many people have been eliminated, including skilled workers. The current standard of skilled workers is different from that of the past. Take our unit as an example. In the past, lathe workers If a miller wants to do well, he must learn it from the old master, which is passed down from generation to generation. The equipment at that time was aging, so it was really not easy to learn. The skilled workers of that era are no longer good, and the company really does not pay attention to it.

Nowadays, China's machinery industry is upgrading, that is, it is beginning to be numerically controlled. In the past, the work was one person per machine, and the level of skill can be seen, but now it is all numerically controlled. After writing the numerical control program, One person can look at several pieces of equipment. Today's CNC machine tools turn people into laborers, and they don't need to know too much technology.

As a result, the mechanical workers of the 1990s have been basically eliminated, and they can only play a role in old state-owned enterprises with aging equipment.

This is normal, after all, times are developing.

I am Ox 2 in winter. I wish everyone happiness and health on the fourth day of the first lunar month!

The first month of the year is the peak season for recruitment. Companies have already published recruitment advertisements for the year after the new year, signed up to participate in various large-scale local job fairs, and published recruitment announcements in different media. But from the recruitment announcements, you may find that in the relevant terms for recruiting skilled workers, most companies will have an age limit: no more than 45 years old. The age of 45 has become a threshold for many skilled workers to apply for jobs again.

If a person starts working at the age of 20, after 25 years of continuous learning, training, and improvement, by the age of 45, he should be a good handler with rich experience, comprehensive skills, and able to solve practical problems. But why are companies reluctant to hire?

1. High labor costs

The salary of skilled workers in this age group is relatively high. As long as you are really capable, you can usually earn over 10,000 or tens of thousands a month. Company bosses will take into consideration the employment costs and the original internal salary levels, and will not offer skilled workers with bulk goods a much higher salary than the original skilled workers. Because the difference is too big, there will be a loss of internal skilled workers. Unless it is an operational position that is in short supply in the company, your application requirements will be met in a short period of time. As time goes by, the company may find new replacements, and your high salary may be lost. 2. High frequency of job hopping

This group of high-tech workers has good skills and is not worried about not being hired by companies. After negotiating with the company on salary, once there is a higher salary than here, If a company with better remuneration and better treatment beckons, he will immediately resign and leave without considering the impact of his resignation on your company's production. Just leave, even if there is a loss in salary settlement, you don't care too much. Relatively speaking, this person is someone who has certain operating skills and is driven by a high salary, and takes high salary as the recruitment goal. A job-hopping master has been formed.

3. Resignation has a big impact

When applying for jobs, these skilled workers will put forward various requirements to the company based on their own technical advantages. Most of them will offer to bring skilled workers themselves. They have formed a relatively fixed group during their long-term work. Under the leadership of outstanding technical workers, we travel all over the country and respond to hundreds of requests. Once the leader is not reused in the company or leaves the company, these followers will also leave. Due to the resignation of personnel, it will also bring considerable difficulties to the company to replenish production personnel in a short period of time. 4. Management is difficult.

Due to their own cultural level, this group of skilled workers has certain limitations in the way they think about problems. But he will think that he is invited by the boss and reused by the boss, and sometimes he will not implement the company's relevant management systems. Put the company's functional departments in a dilemma. Sometimes the boss will coax and pamper you, and even do whatever he wants.

Let me share my opinion.

1. Physical fitness, the ability that everyone has. At present, more than 80% of the domestic labor market is in factories, such as transporting and assembling mobile phones or computers. Belongs to the general labor force, preferably between 18 and 35 years old.

2. Skills, in the past called skilled workers, the standard name is skilled workers. For example, turning, milling and planing, electric welding, electrician, etc. require labor bureau examination, and qualification certificates will be issued after passing the examination. The qualification levels are intermediate worker, senior worker, technician, and senior technician qualifications. Among them, welders and electricians need to obtain special work licenses. Preferably, you should be between 35 and 55 years old, and work experience is required.

3. Technology requires professional academic knowledge. Then, based on years of work experience, associate degree, master's degree, and doctoral degree, 7 years, 5 years, 4 years, 4 years for promotion evaluation, the qualifications for evaluation are assistant workers, engineers, and senior engineers, and the Ministry of Human Resources (Department) will issue qualification certificates. They are professional technicians, and some are still working after retirement at the age of 60. Some scientists in their 80s, such as Tu Youyou, have just won awards and it seems they can continue to work.

These are qualifications, which are things the state allows you to do, such as a car driving license. Most people in the private sector can't tell what an engineer is. The second is the issue of one's own level and how to use one's own techniques and skills. Some people have qualification certificates but their ability level is not up to par. There are also some people who are very capable but do not have qualification certificates. Of course this is an argument.

On the contrary, Lao Zhuo really likes to hire middle-aged brothers and sisters (skilled workers) who have experience, skills, stable families, and heavy responsibilities.

Nowadays, quite a few companies will limit their employment standards to those under 45 years old. Of course, this is closely related to the nature of the enterprise, industry characteristics, product cycle, etc., such as high-tech enterprises, the Internet, e-commerce, software research and development, etc. However, the level of automation in traditional manufacturing, construction, and production enterprises is not high, and they still need a large number of hardworking technicians. In contrast, young people have more choices. They can leave if they disagree with their job: they are not treated well, their relationship with colleagues is not harmonious, they feel wronged, etc.

Another point that is undeniable is that talent and technology are updated and iterated too fast. If you don't study for three days, you will definitely not be able to catch up with Deng Ziqi. For people in the 45-year-old age group, some are older, some are younger, and there are many social activities in the middle. It is really difficult for you to open his mouth and feed him, and you can only push and coax him.

In fact, discrimination is everywhere in reality. With the advent of an aging society, the age of 45 should not be artificially and rigidly classified as middle-aged or old. Even Lao Zhuo felt that it was necessary to amend the "Labor Law". If the day comes when there is a shortage of work, it will not only be the enterprise that will lose, but the entire society.

Not only 45-year-olds, many companies are not even willing to recruit people over 35 years old. This evil wind from the Internet has spread throughout China. The core demand is actually that capitalists put oppression and exploitation on When the situation comes up, they want to be young and have potential, and they also want to be easy to fool and obedient and work hard. This is how this unreasonable demand is born.

In fact, when a person reaches middle age, he has accumulated a lot of experience and has rich experience. After more than 30 years of life training, the age of 40 is the peak period of a person's work, and it is also a harvest period, especially Mental workers, because they are less affected by physical fitness, and brain-intensive work can better reflect their value. You must know that the physical functions of a 45-year-old are not comparable to those of a 20-year-old. They shine in various positions in various industries and fully reflect their life value. This is also the right way. However, in order to pursue profits and maximize capital, some companies and bosses like to use young people. Why?

First, young people are easy to deceive and easy to deceive. Generally, you can deceive them by drawing pictures. Talking about some lofty ideals can arouse the excitement of this person who has just graduated from school. Experienced people have been through too many ups and downs and will not be so easily fooled.

Second, wage demand is low. Most young people are single. One person has enough to eat and the whole family is not hungry. Their demand for wages is not as great as that of middle-aged people who have already started a family and started a career. When people reach middle age, they have seniors and juniors. They have a lot of mortgages, car loans and even student loans. They are under great pressure. It is impossible to have low salary requirements. You can go wherever the wages are high. There is nothing you can do about it. .

Third, young people are full of energy. Because they do not have the burden of family, they focus more on work. As long as work requires it, it is normal to work 996 or even stay up all night. Because of their age, middle-aged people can no longer work as hard as young people. Coupled with the burden of family, they will focus more energy and time on family, such as tutoring children with homework and taking care of the elderly who are in poor health. etc.

I write this at the end. Everyone has been young. They have all grown up from young people. They have also experienced the boss’s tricks and wish-making. This experience is very useful. How can you see a rainbow without going through wind and rain? I hope everyone can have a successful career and maximize their value in their middle age.

In fact, the age of 35 is the beginning of technical work. However, most of the management of Chinese companies are not technical people. They do not understand anything. Therefore, there is a rule not to recruit older technical personnel

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"Headhunter Papa Theory" does not agree with the questioner's statement that 45 years old is the golden age of life. In the workplace, 45-year-old is already at the upper age limit for most recruitment companies, and it is for senior management positions. , other mid-level positions will have younger age requirements. Even in some industries, the age requirement for senior executives is under 38 years old.

Therefore, for 45-year-old skilled workers, for most skilled workers, they have entered a period of workplace decline, that is, companies are unwilling to recruit. For the specific reasons, "Headhunter Paipa said" believes that Including the following aspects:

1. Management costs, 45-year-old skilled workers, with rich workplace experience and life experience, are already veterans, commonly known as "old fried dough sticks", engaging in confrontational struggles, They form cliques, steal and cheat, rely on their elders to betray their elders, and make mistakes. Moreover, for them, life has come to an end and their pursuit of future careers has ceased. Such behaviors have greatly increased the management costs of the enterprise and easily caused internal strife in the enterprise. .

2. Labor costs. 45-year-old skilled workers face greater life pressure and regard themselves as senior employees. In the same position, they often expect higher salary and benefits than young people, but age does not equal seniority. For most skilled workers, the substitutability is too strong and you are not competitive in the market. Your more than 20 years of experience and maybe three or four years of work experience can be shouldered by young people.

3. Risk cost. A 45-year-old skilled worker is limited by the laws of nature. At this age, human body functions deteriorate, and various hidden diseases may easily break out at any time, and he is likely to fall at work. Under China's national conditions, the family members would be embarrassed to speak out without causing hundreds of thousands of riots. Even if young people are required to have a physical examination upon entry, they are refused for some employees whose work pressure increases the risk of sudden illness.

4. Work efficiency. Compared with young people, a 45-year-old skilled worker cannot always compare with young people in terms of mental concentration and endurance of work intensity, so work efficiency has dropped significantly. . We can all see that bank teller staff are all young people, why are there no people over 40 years old?

5. Innovation ability. The older you are, the weaker your ability to accept new things, and you may even strongly reject them, let alone innovation ability. At present, technological progress and innovation are very rapid. The learning ability of 45-year-old technical workers has deteriorated, and many of them disdain learning. However, for enterprises, a strong learning organization is needed to adapt to the ever-changing society.

Finally, for 45-year-old skilled workers, especially senior skilled workers, it is undeniable that they have an irreplaceable role and play a core value role in some high-precision industries. For them, no matter how old they are, they are role models and strength for our skilled workers to learn from.

The workplace is in turmoil, headhunters are revealing their secrets, and the truth of the puzzle is revealed. Pay attention to the "headhunter's theory".

The average age of people born in the 1970s was exactly 45 years old. If those with an average age of 45 are eliminated now, it will be equivalent to a loss of 250 million labor force, and their replacements will be those born in the 1990s with an average age of 25. In the 1990s, there were only 1.9 100 million people, which means that there are 60 million fewer people than in the 1970s. This is unrealistic given the aging population, so you can see that the average age of employees in the service industry has increased significantly. In the 1990s and 2000 Before and after, the service industry basically used young people around the age of 20, but now the age-appropriate population is small, and other industries can provide better opportunities. The service industry itself must accept a higher age for industry employment and provide more generous salaries. Welfare and salary are in order to attract practitioners. This situation will continue in China in the future. The main labor force in the future will still be those born in the 1970s and 1980s. It is unrealistic to wait for the post-90s and post-00s to completely replace those born in the 1970s and 1980s.