How to treat the "age threshold" of recruitment?

The establishment of employment restrictions shall conform to the provisions of laws and policies and social ethics. To solve similar problems in the field of labor relations, we should strive to find a win-win path for both sides of labor relations from the standpoint of safeguarding the autonomy of employers and the employment rights of workers.

According to the Workers' Daily on February 6th, it was spring recruitment time. The reporter saw on several recruitment platforms that some enterprises take 30 years old as the recruitment age limit, which keeps some job seekers out of this "age threshold". Some experts said that under the background of declining demographic dividend and increasing aging, setting the "age threshold" for recruitment is not conducive to the rational development and full utilization of human resources, and also damages the equal employment rights of workers.

It is the employer's autonomy to set an age limit for job seekers in recruitment. Enterprises in some special industries can set specific recruitment age conditions according to the special requirements of occupations or positions. However, some industries and enterprises that have no special requirements, general positions and even positions that require experience and technology accumulation have also joined the ranks of employment age restrictions, which is obviously beyond the reasonable and necessary scope.

Many enterprises set various thresholds when recruiting employees, which obviously has a "small ninety-nine" of interest considerations. For example, young people have more time and energy to invest in the workplace; Reducing the employment of female employees can avoid the trouble brought by raising children to the employment of enterprises, thus reducing management costs; Most college graduates prefer "985" and "2 1 1" because their knowledge reserves are comprehensive, and they can adapt to job requirements as soon as possible and reduce the training cost of enterprises. Some enterprises even put forward additional requirements for employees after joining the company, and even have the calculation of maximizing the interests of enterprises. For example, employees are required to work overtime unconditionally, obey job transfer, and do not consider maternity for several years after joining the company. These unilateral restrictions have damaged the equality and fairness of labor relations to varying degrees.