When rejecting older candidates, it is necessary not only to comply with laws and regulations (such as avoiding age discrimination), but also to show respect for the candidate's experience. The following is a tactful and professional communication suggestion： --- **Template reference：** **1. Express gratitude and recognition** "Thank you very much for taking the time to participate in our interview. We are deeply impressed by your rich industry experience and solid professional ability. " **2. Focus on job matching (not age)** "After a comprehensive evaluation, we currently tend to choose candidates that are more in line with the company's current business needs. The responsibilities of this position have high requirements for certain specific skills (such as *new technology operation, high-intensity scheduling*, etc.), and we have not been able to see the most ideal match for the time being. " **3. Keep an open mind** "We will store your information in the talent pool. If there are vacancies that are more in line with your experience in the future, we hope to contact you again. You are also welcome to continue to pay attention to other opportunities in our company. " **4. End of courtesy** "Thank you again for your trust in the company and wish you a smooth career development. " --- **Precautions：** -**Legal risks**: Many countries/regions (such as China's "Labor Law", the United States "ADEA", etc.) expressly prohibit age discrimination, and direct refusal on the grounds of age may constitute an offense. It is necessary to ensure that the reason for refusal is related to work ability or job requirements (such as physical requirements for night shifts, learning speed of the new system, etc.). -**Suggestions for adjustment of corporate policies**: Feedback can be given to the company. Experienced drivers may have more advantages in safe driving and emergency response. It is recommended to replace the age limit with skill tests (such as responsiveness and road test). **Alternative**： If the company's policy cannot be changed, it can take the initiative to recommend other forms of cooperation for older candidates, such as trainers, consultants or part-time positions, so as to take advantage of their experience and avoid legal risks. In this way, it not only maintains the company's image, but also protects the dignity of candidates.