国考向“35岁+”敞开大门，大厂还在卡年龄？

Core Points - The national civil service examination has officially lifted the age limit, allowing candidates up to 38 years old and recent master's and doctoral graduates up to 43 years old, signaling a shift from age-based restrictions to a focus on capability [1][2] - Despite the national examination's age adjustments, the corporate recruitment landscape, particularly in the internet sector, continues to impose a "35-year-old barrier," reflecting outdated hiring practices and a lack of social responsibility [2][3] - The disparity between the national examination's inclusive policies and corporate age discrimination highlights the need for a cultural shift in hiring practices, emphasizing experience and capability over age [4][5] Summary by Sections National Examination Changes - The national civil service examination has expanded the age eligibility for candidates, with general applicants now being able to apply until the age of 38 and recent graduates up to 43, breaking the previous "35-year-old barrier" [1] - This change is seen as a positive signal towards prioritizing ability over age in public service roles [1] Corporate Recruitment Challenges - Over 65% of job seekers over 35 have faced age restrictions, with those over 40 having a success rate of less than one-third compared to younger applicants [1][2] - In the internet industry, 72% of job postings for technical positions explicitly require candidates to be under 35, creating significant barriers for older applicants [1][3] Implications of Age Discrimination - The age discrimination in hiring practices not only exacerbates employment inequality but also reflects a lack of modern understanding of workforce dynamics, where older candidates bring valuable experience and stability [2][4] - The average number of applications needed for candidates over 35 to secure an interview is significantly higher than for younger candidates, indicating a systemic bias in recruitment [3] Recommendations for Change - Companies are encouraged to break down age discrimination as part of their social responsibility and to align with evolving ESG (Environmental, Social, Governance) standards, which increasingly value employment equity [4][5] - A collaborative effort among policymakers, companies, and job seekers is necessary to dismantle the "35-year-old barrier," with a focus on creating a more inclusive hiring culture that values experience and capability [5]