When making recruitment decisions involving age restrictions, it is important to ensure compliance with relevant labor laws and regulations to avoid legal risks caused by age discrimination. If it is confirmed that your organization's upper age limit for a specific position is in compliance with local legal regulations (for example, there is a business need and it meets the legal requirements for BFOQ - "legal professional qualification"), you can politely and professionally notify the applicant in the following way: ### Notification letter template (Chinese): ``` Dear Mr./Ms. [Applicant's name]: Hello! Thank you for your interest in our company's [position name] position and for taking the time to participate in our recruitment process. After careful screening, we regret to inform you that we were unable to invite you to the next round of interviews. This recruitment position requires specific talent traits and experience. Based on the current development direction of our team and business needs, we have decided to give priority to candidates who meet specific criteria. Your background and abilities are impressive, but slightly different from our current needs. I hope to have the opportunity to work with you in the future. Thank you for your trust and support for our company, and I wish you greater success in your career development! Sincerely, [your name] [your position] [company name] [contact information] ``` ### Notes: 1. **Avoid mentioning age directly**: Try to avoid directly stating in the rejection letter that you do not meet the requirements because you are over the age limit, which can reduce the potential risk of discrimination. 2. **Highlight job requirements**: Emphasize that recruitment decisions are based on the specific needs of the position and the direction of team development, making the reasons for rejection more objective and reasonable. 3. **Stay respectful and positive**: Express gratitude to the applicant and recognition of his or her abilities, while conveying the possibility of future cooperation and maintaining a good corporate image. 4. **Legal compliance**: Make sure that the age limit set by your organization complies with legal regulations. If necessary, consult a legal advisor to ensure the legality and fairness of the recruitment process. Through the above methods, you can give applicants respect and a decent response while safeguarding the interests of the company and complying with laws and regulations.