被“嫌弃”的35岁+汽车人？

Core Viewpoint - The article discusses the "35-year-old crisis" in the Chinese workplace, particularly in the automotive industry, highlighting the societal perception of age and its impact on career opportunities for professionals over 35 years old [5][9][21]. Group 1: Age Discrimination in the Workplace - The concept of a "35-year-old crisis" has evolved from the 1994 civil service examination age limit, which aimed to optimize the age structure of the workforce but has since become a rigid workplace barrier [8]. - The average life expectancy in China has increased from 67 years in 1994 to 78.6 years today, yet the age standard for employment has not adapted accordingly, leading to a collective perception that 35 is a career dividing line [8]. - The rise of internet companies has intensified the focus on youth, with companies like Pinduoduo and ByteDance having median employee ages of 29.6 and 27, respectively, further entrenching age biases in hiring practices [11]. Group 2: Automotive Industry's Response - The automotive sector exhibits a more lenient attitude towards age compared to tech industries, with many positions, especially in manufacturing, welcoming older workers [13]. - Senior roles in automotive companies often have age limits that are more flexible, with some positions allowing candidates up to 50 years old [13]. - Companies like Great Wall Motors and XPeng are actively promoting age diversity, with initiatives aimed at hiring individuals over 35 and even 60, recognizing the value of experience in navigating complex industry challenges [18][20]. Group 3: Economic Factors and Hiring Practices - The hiring practices in the automotive industry reflect a tension between the need for experienced professionals and the economic pressures to optimize labor costs, leading to a preference for younger candidates [15]. - The disparity in salary expectations between younger and older candidates, with 35+ employees earning 2-3 times more than fresh graduates, contributes to the reluctance of companies to hire older workers [15]. - The shift towards high-quality development in the automotive sector is prompting a reevaluation of the value of seasoned professionals, as their experience becomes crucial for navigating technological changes [20][21].