"35岁求稳？你正在给职业生涯'注射安乐死'。" 这话听起来刺耳，但当你发现同龄人突然跳槽去当你的甲方，或者公司新来的95后总监开始用AI工具三天干完你一周的活，就知道这绝不是危言耸听。 职场"高血压"：表面平稳下的致命隐患 作为8年经验的高级产品经理，你以为握着产品规划、需求分析这些核心技能就能高枕无忧？ 看看这个真实案例：某大厂P8产品总监，因为长期只做熟悉的电商模块，当公司突然转型做AI硬件时，他连技术评审会议都听不懂术语，半年后被迫"毕 业"。 这就像体检报告显示血压正常，实际血管里已经堆满了脂肪斑块——职场舒适区的"三高"（高重复性工作、高经验依赖、低学习投入）比裁员通知单更可 怕。 那些每天重复画原型图、写PRD的日子，本质上和流水线工人区别不大。35岁以上产品经理若仍停留在执行层，薪资溢价能力会断崖式下跌30%。 更残酷的是，当你还在用Axure磨交互细节时，00后同事已经用Figma+ChatGPT批量生成可交互demo了。 舒适区"癌细胞"：你以为的稳定正在吞噬你 医学上有个词叫"肿瘤微环境"，癌细胞会分泌物质让周围组织觉得"一切正常"。职场里的求稳心态就像这个机制——当你觉得"现在业务挺稳 ...

Group 1 - The core issue reflected by the recent social news on social security policy and the relaxation of civil servant exam age limit is the dual anxiety and reconstruction of "life wealth" and "life meaning" in contemporary society [1][4] - The adjustment of the civil servant exam age limit in Shanghai from 35 to 38 years old breaks the long-standing "35-year career crisis" and highlights the increasing appeal of civil service jobs due to their "lifetime risk resistance" characteristics amid uncertainties in the private economy [2][7] - The relaxation of age limits signifies a renewed recognition of "mid-career value," acknowledging that experience, background, and stability deserve institutional protection [3][6] Group 2 - The commonality between the two news items points to the central question of how to build personal "life wealth" in uncertain times, with social security representing "future certainty" and the relaxed age limit providing "present certainty" [4] - The current trend of "universal civil service examination" and anxiety over social security reflect an over-reliance on institutional guarantees, which may lead to talent misallocation and diminished innovation [4][10] - The adjustments in social security and civil service exam age are institutional responses to the redefinition of "life wealth," but the real challenge lies in balancing basic security with individual diversity and potential [4][10] Group 3 - The relaxation of the civil servant exam age limit has several positive implications, including widening the talent pool, providing opportunities for career changers, and addressing age discrimination in employment [7][8] - However, potential challenges include increased competition and efficiency issues, career advancement limitations for older entrants, and the need for flexible management of generational differences within teams [8][9] - Recommendations for future policy adjustments include refined job classifications, enhanced evaluation mechanisms, and tailored support for older entrants to ensure sustainability [9][10]

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].

以下文章来源于图数室 ，作者图数室 图数室 . 新浪新闻出品《图数室》栏目。 关注我们，用数据读懂热点。 伴随劳动力结构的老化与经验价值的重估，一个更包容、更理性的职场时代，正在悄然开启。 部分地区开始放宽招聘年龄限制 很长一段时间，"35岁职场危机"如同一把无形的标尺，卡在无数求职者的职业道路：企业招聘隐形歧 视、公务员考试设限、中年转岗举步维艰...... 来源丨图数室（ sina-tushushi ） 图源丨Midjourney 曾几何时，35岁成了无数职场人心头的一道"隐形红线"。招聘启事悄悄划线，单位用工默默设限，职 业选择逐渐变窄…… "35岁危机"一度成为大龄劳动者焦虑的代名词。 但如今，这道无形门槛似乎正在松动。山东、新疆、北京等地陆续打破招聘的年龄限制，部分岗位甚 至放宽至45岁。 但近年来，随着人口结构变化和人才观念升级，"35岁职业门槛"迎来转机——山东、新疆、北京、河 南等多地相继出台政策，明确要求机关事业单位、国有企业破除招聘中的年龄限制，把部分岗位年龄 放宽至45周岁（以下）群体。 | 哪些地区 | | 新浪新闻 出品 自公尺= | | --- | --- | --- | | | ...

以下文章来源于图数室 ，作者图数室 图数室 . 新浪新闻出品《图数室》栏目。 关注我们，用数据读懂热点。 本文来自微信公众号： 图数室 ，作者：图数室，题图来自：视觉中国 曾几何时，35岁成了无数职场人心头的一道"隐形红线"。招聘启事悄悄划线，单位用工默默设限， 职业选择逐渐变窄…… "35岁危机"一度成为大龄劳动者焦虑的代名词。 但如今，这道无形门槛似乎正在松动。山东、新疆、北京等地陆续打破招聘的年龄限制，部分岗位甚 至放宽至45岁。 伴随劳动力结构的老化与经验价值的重估，一个更包容、更理性的职场时代，正在悄然开启。 部分地区开始放宽招聘年龄限制 很长一段时间，"35岁职场危机"如同一把无形的标尺，卡在无数求职者的职业道路：企业招聘隐形 歧视、公务员考试设限、中年转岗举步维艰...... 但近年来，随着人口结构变化和人才观念升级，"35岁职业门槛"迎来转机——山东、新疆、北京、 河南等多地相继出台政策，明确要求机关事业单位、国有企业破除招聘中的年龄限制，把部分岗位年 龄放宽至45周岁 （以下） 群体。 | 哪些地区 | | 民制闻 出品 冒险后 | | --- | --- | --- | | | 放宽年龄限 ...

Core Points - The "invisible red line" of age 35 has historically created anxiety for older job seekers in the workplace [1][4] - Recent changes in policies across various regions in China are loosening age restrictions for hiring, with some positions now open to candidates up to 45 years old [2][5] - The labor market is transitioning towards a more inclusive and rational approach, valuing experience and older workers [3][8] Group 1: Age Restrictions in Hiring - Regions such as Shandong, Xinjiang, Beijing, and Henan have implemented policies to eliminate age limits in recruitment for public sector jobs [5][7] - The average age of the labor force in China has increased from 32.25 years in 1985 to 39.72 years in 2022 [7] Group 2: Demographics and Labor Market Trends - The demographic shift shows that individuals aged 30 to 49 make up over 50% of the employed population, with the 30-39 age group at 27.6% and the 40-49 age group at 25.1% [11] - The total labor force aged 16-59 peaked at 930 million in 2012 and has since declined to 860 million in 2023, indicating an aging workforce [13] Group 3: Value of Experience - Older job seekers possess unique advantages, combining extensive industry experience with peak physical and execution capabilities [8] - The labor market is moving from a "quantity dividend" to a "quality dividend," with older workers becoming a crucial part of the workforce [14][23] Group 4: Changing Perceptions of Age - The traditional view of the "golden age" for employment has shifted downward to 35 years over the past three decades, but this trend may be reversing [19][24] - Research suggests that the age-income curve in China may increase, with the "golden age" for employment potentially rising to 45-50 years by 2035 [24]