Why do many units limit the age of recruiting employees to 45 years old?

In fact, many units not only limit applicants to those under 45 years old, but also limit them to those under 35 years old. Therefore, there is a "35-year-old phenomenon" in the workplace. First, it is difficult to find a job at the age of 35. Second, at the age of 35, it is even more difficult to be unemployed.

We know that civil servants and public institutions are restricting the recruitment of people under the age of 35. At the national level, this may be to improve the employment rate of college students and young people, but it has to be said that this age limit has come into effect. A very bad example. Many companies have followed suit, making it seem as if there is no upper age limit when recruiting, which is not high-end enough.

In fact, we will know the reason for this age limit as soon as we think about it.

First of all, for people over 45, their learning ability and plasticity will decrease, their energy and physical strength will also lag behind that of young people, and the cost of training and management will increase. If you are employing people across industries and professions, this problem will be more prominent. For example, programmers and engineering staff, etc., it is difficult for people over 45 to adapt to just working overtime and traveling.

The second is the issue of human resources structure. Generally speaking, when employers openly recruit employees, they are mainly grassroots and ordinary employees, and there are not many important positions and management positions. At this time, if you recruit someone over 45 years old to do basic work in the unit, there will be various embarrassing situations.

Furthermore, there is the issue of efficiency. The age limit for some positions is reasonable. The employer presets the age in order to save recruitment costs and improve recruitment efficiency. For example, if an organization recruits management trainees or sales personnel, even if the organization is willing, the individual may not be willing. This is undoubtedly a waste of time for both parties.

But in fact, giving opportunities and not being able to get in are two different concepts.

Take the civil service examination as an example. Although it is difficult for people after the age of 35 to pass the examination of freshly graduated college students, there are exceptions. If you take the examination without letting others take it, this is another situation. Kind of interesting.

When the employer limits the age, it is equivalent to setting a preset threshold. No matter how capable a person is, it is useless if he does not have the opportunity to participate in tests and inspections.