The Labor Law does not specify an age limit for recruitment. Therefore, it is not illegal for a company to set an age limit for different positions that require different ages according to the production and operation situation.

But this behavior is not correct, and it has a negative impact on the company's brand.

Companies may also miss out on some really good senior candidates because of age restrictions in recruitment.

What is the rationale behind age restrictions in recruitment?

It was mentioned above that companies recruit professional managers with age in mind, when it is a demand from the hiring department: for example, if the line manager is 35 years old, he may prefer to recruit a subordinate who is younger than he is (I've seen this tendency in the past in too many management departments), after all, it would be easier to encounter obstacles in the actual integration of managing a subordinate who is older than he is. After all, managing a subordinate who is older than you is more likely to encounter obstacles in the actual integration (in fact, picking a younger subordinate is much more than that). And some professional managers don't prefer to have a younger leader than themselves. Sometimes the headhunter is looking for a good match.

Secondly, the decision is based on the characteristics of the industry. For example, this industry may be mostly young people, overtime, fast-paced, it is true that young people will be easier to adapt to such an environment and rhythm. The main thing is to match the candidate's past work environment to decide. The job market is all about job matching, and in addition to work experience, there is of course corporate culture and environmental adaptation.

Once again, for the consideration of the growth of professional managers. Assuming that there are A, B two procurement deputy manager candidates, A: 28 years old, B: 35 years old, if B this time to apply for a deputy manager position, then his growth rate is obviously too slow. After all, the general workplace development of 35-year-old professional managers is generally smooth manager level, the excellent has been to the director or even general manager, CEO and other higher positions. If A, B two people's work competence, stability and other conditions are equivalent in the case, the younger candidate will obviously be more competitive, because he at least shows that he can sit on that position earlier than others.