I think some enterprises are reluctant to hire employees around the age of 45, because most of them (especially technical talents) have high demands on wages, which exceeds the ability of enterprises to pay wages, so even if these older talents are capable, enterprises will not recruit. The main reason may be that the company's own profits are relatively thin, and it can't afford to use high-tech talents around 45 years old, so it simply doesn't recruit these people. So the company can't afford the price, which determines that it is unwilling to recruit those 45-year-old professionals who are in the golden age.
Another, I think some enterprises are reluctant to recruit people around 45 years old, which is also a kind of employment strategy of enterprises. How can I put it? In the eyes of most enterprises, no matter what position, it can be replaced, and you can also find the kind of "good quality and low price" employees. Therefore, enterprises feel that there is no need to recruit a person with very high technical ability, and they can do it well by recruiting an ordinary person. In a popular saying, "the right one is the best." Therefore, most enterprises will follow this principle in the employment strategy, so in this case, some 45-year-old outstanding technical talents may not be the most suitable for enterprises, so they will not recruit. Job seekers should never think that they are super-capable, and the enterprise must want you, or it depends on whether it is suitable for the enterprise.
Also, I think some enterprises are reluctant to recruit older job seekers around 45 years old, which is probably related to the business nature of the enterprises. For example, the positions of some enterprises are service-oriented, and it requires youth. Don't say 45 years old at this time, even a 35-year-old enterprise may not be needed. For example, there are some enterprises, almost all of which are senior technical talents, and those people are relatively young. In this case, even if the 45-year-old has strong technical ability, other enterprises may not lack people in this field, so naturally they will not recruit.
Finally, there is another factor. I think some enterprises are reluctant to recruit people over 45, which has a lot to do with the ideological understanding of enterprise management or leaders. To put it bluntly, the reason why enterprises are unwilling to recruit older employees over 45 years old is the meaning of leaders or bosses. They don't want to use these people, and whether you have the ability or not, job seekers can't help it. No one can control it. It's so straightforward.
The above are some situations that I have summarized from my own recruitment experience. I think the reasons why enterprises are unwilling to recruit older job seekers around 45 years old are mainly the above four reasons. Personally, I think that enterprises in the whole society must improve the sense of responsibility of labor departments and enterprises if they want to recruit a large number of older workers over the age of 45.
A 45-year-old man, calm and mature, needs experience, energy and energy. Foreign companies are vying for such people, especially technicians, and white-haired old technicians can be seen everywhere. But why are many domestic companies reluctant to take it? The reason is worrying!
1. It's too expensive to hire you. 45-year-old, working for more than 20 years. At this age, they are familiar with business, skilled, need experience, energy and energy. But for employers, hiring such people, especially technicians, has a fatal disadvantage, that is, the cost is too high. A young man may only need to spend four or five thousand yuan to get it done, and hire a 45-year-old person, especially a technician. Nobody cares about a monthly salary of 10 thousand or 20 thousand In today's fierce competition, the pressure of enterprise operating costs is increasing. Therefore, enterprises can try not to recruit older technicians.
2. Overtime can't compare with young people. A 45-year-old man may have two parents at home, and he has too many chores to compete with young people for overtime pay. But young people, especially unmarried people, are too busy at night to work overtime, but they feel bored. Therefore, a 45-year-old man can't compete with young people in their twenties for overtime pay. Overtime means paying for the company for free. As the boss of the company, of course.
3, 45-year-old people have become old fritters, unlike young people. The 45-year-old man has been working for more than 20 years, and he has become an experienced operator. If the company wants to play any tricks, it is likely to be caught at a glance. The boss thinks it is difficult for them to drink chicken soup, so it is difficult to motivate these old employees, while young people are different. Drink a bowl of chicken soup, you may get excited immediately, and you may work overtime for you all night, which will be more.
4. Thinking is solidified and innovation is insufficient. If you want to do well in the workplace, innovation ability is a very important ability, especially for technicians. Older employees often begin to reduce plasticity, their thinking has become more and more solidified, and it is not easy to accept new things and new ideas. From the boss's point of view, they think that hiring such people does not meet the development needs of the company.
5. Lack of policy protection for elderly professionals. Why do foreign companies have so many white-haired old employees? The reason is that they have relevant legal protection. In foreign countries, once companies are reported to discriminate against older employees, they will face prosecution. In the United States, people's personnel forms are not allowed to have an age column, and interviews are not allowed to talk about age, otherwise it will be regarded as an infringement of age privacy and will be punished. There are many reasons why China enterprises don't recruit older employees over 45 years old, but the lack of legal protection is the most important.
In order to appeal to people from all walks of life to respect older employees. They worked hard and devoted their youth and sweat in their twenties to the company and society. Now that they are old, please don't kick them away. This is chilling. In the long run, this practice may also destroy the vast number of domestic enterprises. We once again call on the relevant departments to legislate to protect these older employees. Only in this way can the whole society develop healthily!
It's not that the company doesn't like to recruit 45-year-old skilled workers, but that the times are developing too fast.
Now the development of China is changing with each passing day, and many people have been eliminated, including skilled workers. Now the standard of skilled workers is different from before. Take our unit as an example. In the past, lathe workers and milling workers all learned from the master and passed down from generation to generation. At that time, the equipment was aging and it was really not easy to learn. The skilled workers of that era don't work now, and the company really doesn't pay attention to it.
Now China's machinery industry is upgrading, that is, numerical control has begun. In the past, one person had one machine, and the level was evident. Now, it is numerical control. After programming the numerical control program, a person can look at several devices. Nowadays, CNC machine tools turn people into machinists, and you don't need to know much technology.
In this way, the mechanical workers in the 1990s were basically eliminated and could only play a role in state-owned enterprises with outdated equipment.
This is normal, after all, the times are developing.
I am the second cow in winter. I wish everyone happiness and well-being on the fourth day of the first month!
The first month is the recruitment season. Enterprises have already published job advertisements after the year, signed up for various local large-scale job fairs, and issued job announcements in different media. However, from the recruitment announcement, you may find that in the relevant terms of recruiting skilled workers, most enterprises will have an age limit: no more than 45 years old. 45 years old has become the threshold for many skilled workers to re-apply.
If a person starts working at the age of 20, after 25 years of continuous study, exercise and improvement, he should be an experienced and comprehensive expert in solving practical problems by the age of 45. But why are companies reluctant to recruit people?
1, the labor cost is high, and the wages of skilled workers in this age group are relatively high. As long as you have real skills, it will generally exceed 10 thousand or tens of thousands a month. Business owners will consider the cost of employing people and the original internal salary level, and will not offer wages that are too different from those of the original skilled workers. Because the difference is too big, it will lead to the loss of internal skilled workers. Unless it is an operating position that is in short supply, meet your application requirements in a short time. Over time, the company may find a new replacement, and your high salary may be gone.
2. High-tech workers with high job-hopping frequency are skilled and don't worry that there is no company to recruit him. After negotiating the salary with the company, once a company with higher and better salary beckons, he will immediately resign and leave, no matter what impact his departure will have on your company's production. If you leave your job, you will lose money in salary settlement and don't care much. Relatively speaking, this person is self-sustaining and has certain operational skills. Under the guidance of high salary, he took high salary as the candidate. Formed a job-hopping master.
3. Resignation has a great influence. When applying for a job, this skilled worker will put forward his own requirements to the enterprise on the condition of his own technological advantages. Most of them will take the initiative to bring their own skilled workers. They have formed a relatively fixed group in their long-term work. Under the leadership of excellent skilled workers, we traveled all over the country and spoke with one voice. Once the leader is not reused or resigned in this enterprise, these followers will leave. Due to the resignation of personnel, it will also bring considerable difficulties to enterprises to supplement production personnel in a short time.
This part of skilled workers is difficult to manage. Due to the limitation of their own cultural level, their own methods of thinking have certain limitations. However, he will think that he is invited by the boss and reused by the boss, and sometimes he will not implement the relevant management system of the company. Put the company's functional departments in a dilemma. Sometimes the boss will be coaxed and spoiled, and even do whatever he wants.
Let me give you my opinion.
First, physical quality, everyone has the ability. At present, more than 80% of the domestic labor market share is factories, such as moving and assembling mobile phones or computers. Belonging to the general labor force, the age 18 to 35 is better.
Second, skills, formerly called skilled workers, the standard name is called skilled workers. Such as turning, milling, planing, electric welding, electrician, etc. , need the labor bureau examination, and issue a qualification certificate after passing the examination. The qualification grades are intermediate workers, senior workers, technicians and senior technicians. Among them, welders and electricians need to obtain special operation certificates. 35 to 55 years old is preferred, and work experience is required.
Third, technology needs professional academic knowledge. Then, according to the experience of working years, the undergraduate master will be promoted to 7 years, 5 years, 4 years and 4 years of review. The qualifications for evaluation are assistant, engineer and senior engineer, and the qualification certificate will be issued by the human resources department (room). Belong to professional and technical personnel, and some people are still working after retirement at the age of 60. Some scientists in their 80s, such as Tu Youyou, have just won the prize, and it seems that they can go on working.
These are all qualification certificates, that is, whether the state allows you to do things, such as driver's license. Most people in private enterprises can't tell what an engineer is. The second is the question of one's own level, how to give full play to one's own technology and skills. Individuals have qualification certificates, but their ability level is not good. There are also some people who are very capable, but have no qualification certificate. Of course, this is a dispute.
On the contrary, Lao Zhuo likes to hire middle-aged brothers and sisters (skilled workers) with experience, skills, stable family and great responsibilities.
Now a considerable number of enterprises will put the employment standard card under 45 years old. Of course, this is closely related to the nature of enterprises, industry characteristics and product cycle, such as high-tech enterprises, internet, e-commerce, software research and development, etc. However, the automation level of traditional manufacturing, construction and production enterprises is not high, and a large number of hard-working technicians are still needed. In contrast, young people have more choices. If they don't agree with each other, they will leave: poor treatment, disagreement with colleagues, grievances in their hearts and so on.
There is no denying that the iteration of talent and technology is too fast. If you don't study for three days, you won't be able to catch up with the people in the 45-year-old age group, and there are many social activities in the middle. It's really hard for you to feed him. You can only push and coax him.
In fact, discrimination is everywhere in reality. With the advent of an aging society, 45-year-old really should not be artificially and rigidly divided into middle-aged and elderly people. Lao Zhuo felt it necessary to amend the labor law. If it really comes to that day, the loss is not only the enterprise, but the whole society.
Over 45 years old, many companies are reluctant to recruit people over 35 years old. This unhealthy trend from the Internet has spread all over China. The core demand is actually that capitalists put oppression and exploitation on the table, and they want to be young and have potential, and they want to be obedient, which will give birth to this unreasonable demand.
In fact, in middle age, people have accumulated a lot of experience and rich experience. After more than 30 years of life tempering, 40 years old is the peak and harvest period of a person's work, especially for mental workers, because the influence of receptor energy is small, and mental work can better reflect their own value. You know, the physical function of a 45-year-old person can't be compared with that of a 20-something person. It is also the right way for them to shine in various industries and fully reflect their own life values. However, some enterprises and bosses like to use young people in order to maximize profits and capital. Why?
First, people are young and easily fooled. Generally, they can fool him by painting cakes, saying that some lofty sentiments and ambitions can cause people who have just left school to curse. Experienced people have experienced too many storms, so they are not so gullible and easy to fool.
Second, the wage demand is low. Most young people are single, one person is full, the whole family is not hungry, and the demand for wages is not as great as that of middle-aged people who have already married and married. When people reach middle age, they are old and young, and there are a lot of mortgages, car loans and even student loans. The pressure is so great that it is impossible to get a low salary. Where the salary is high, there is no way out.
Third, young people are full of energy, because they have no family burden and put more energy into their work. It is normal to stay up late as long as the work requires. Because of age, middle-aged people can't work as hard as young people. Coupled with the burden of family, they will devote more energy and time to their families, such as helping their children with their homework and taking care of the elderly who are in poor health.
At the end of the writing, everyone is very young, growing up from young people and experiencing the boss's wish to draw cakes. This experience is very useful. I hope everyone can have a successful career and play the greatest value in middle age.
Actually, I didn't start doing technology until I was 35. However, most of the management of enterprises in China are not engaged in technology. They don't know anything, so they made a rule not to recruit older technicians.
The headhunter does not agree that 45 years old is the golden age of life. In the workplace, 45 years old is the upper age limit of most recruitment companies, and it is aimed at senior management positions, and other middle-level positions will have lower age requirements. Even some industries require executives to be under the age of 38.
Therefore, for the 45-year-old skilled workers, for most skilled workers, it has entered a period of workplace recession, that is, enterprises are unwilling to recruit people. The specific reasons, "headhunting theory", include the following aspects:
1, management fee, 45-year-old skilled worker, with rich experience in the workplace and life, has become old-fashioned, commonly known as "slippery hands", engaged in opposing struggles, formed gangs, stole tricks, relied on the old to sell the old, and pretended to be a snake. Moreover, for them, life has come to an end and the pursuit of future careers has stopped. Similar behavior greatly increases the management cost of enterprises.
2, labor costs, 45-year-old skilled workers, facing greater pressure of life, and posing as senior employees, the same position, but often want to pay more than young people, but age is not equal to qualifications, for most skilled workers, substitutability is too strong, you are not competitive in the market, you have more than 20 years of experience, maybe three or four years of work experience young people can afford.
3, risk cost, 45-year-old skilled workers, limited by the laws of nature, at this age, human body function degradation, all kinds of hidden diseases may easily break out at any time, and it is likely to fall on the job, in China's national conditions, family members are embarrassed to say it without earning hundreds of thousands. Even if young people ask for a physical examination, it is rejected for some employees whose work pressure leads to an increase in the rate of sudden illness.
4, work efficiency, 45-year-old skilled workers, compared with young people, have been unable to compare with young people in terms of concentration and work intensity, so the work efficiency has dropped significantly. We can all see that the bank counters are full of young people. Why are there no people over 40?
5, innovation ability, the older, the weaker the ability to accept new things, and even strongly reject, let alone innovation ability. At present, the speed of technological progress and innovation is very rapid, and the learning ability of 45-year-old skilled workers is getting worse, and many people despise learning. But for enterprises, a strong learning organization is needed to adapt to the changing society.
Finally, for 45-year-old skilled workers, especially senior skilled workers, it is undeniable that they play an irreplaceable role and play a core value role in some high-tech industries. For them, no matter how old they are, they are examples and strengths for our skilled workers to learn.
The workplace is in chaos, the headhunter reveals the secret, and the truth of the mystery is obvious. Pay attention to the "headhunter theory".
The average age of people born in the 1970s is only 45. If the average 45-year-old is eliminated now, it means that there will be 250 million less laborers and they will be replaced by the post-90 s generation with an average age of 25. In the 1990s, there were only1.900 million people, which means that there were 60 million fewer people than in the 1970s. This is unrealistic in the case of an aging population, so you can see that the average age of employees in the service industry is rising sharply now. In the 1990s and around 2000, the service industry basically used young people around the age of 20. Now there are fewer people of the appropriate age, and other industries can provide better opportunities. The service industry itself must accept a higher working age and offer more generous benefits and salaries to attract employees. This situation will continue in China in the future, and the main labor force in the future will be the post-70s and post-80s. It is impossible to completely replace the post-90s and post-80s people.