In 1985, Ajie had a conflict with his partner due to internal management, which led to the failure of his business. I submitted a few resumes and didn’t write anything. Finally, I went to an Internet company in Shenzhen for an interview under the recommendation of a friend. The previous discussion was not bad, but the interviewer said in the end, “Your conditions are very good, that is, the age of 35 is a bit embarrassing, it should not be suitable for our company". Ajie responded strongly: "If recruiting people are directly judged by age, I think the value of the human resources department will become very low." Then he confidently talked about his own advantages, the latest Internet technology, and the experience of team operation, which can help the company. The value and reasonable salary expectations, the interviewer couldn't help but praise.

35-year-old's dilemma, high cost, lack of energy, limited room for growth

The main reason why the age of 35 is despised by companies is the high cost. Most people of this age have experience and qualifications, or the management resigns. Even if the personal financial pressure is not large, the salary expectations are definitely higher than that of newcomers. high. And if you are still applying for a job at the age of 35, you will also be labeled as a "failure". After all, talented people who are well-known in the industry or recognized by the circle can find someone to recommend a job.

Compared with experienced people, interviewers will think that newcomers are more malleable and energetic, and can get started quickly. At the age of 35, it began to go downhill. After getting married, it will also be affected by the family, and the energy at work is obviously insufficient. 35-year-olds need to put in more effort than young people to make progress and keep learning, but most middle-aged people are already used to a stable life and start to be lazy, unless they really have a strong professionalism, or are very ambitious. Under the economic pressure, they will be able to work hard. Most people have limited room for growth after the age of 35. These are the main concerns of HR when interviewing professionals over the age of 35. Only by realizing this and breaking the interviewer's concerns from our own actual situation can we win recognition and get an offer.

Prepare in advance, find out the core requirements, and evaluate reasonable expectations

The interview pass rate of 35-year-olds is generally relatively low. Before the interview, more preparations should be made to find out the core requirements of the target position, and analyze the conditions that the interviewer attaches the most importance to. the value of. For example, the conditions of "XXX priority" in the recruitment information and the requirements for determining the core business output of the job are all conditions that the interviewer attaches great importance to. You can also ask people in the industry in advance to master the latest job information, such as new technologies and industry changes. , market development direction, etc., and judge, during the interview, you can show the confidence of the 35-year-old who is still not behind the newcomers in learning and development. Salary needs to be estimated in advance. If it is difficult to find a job at the age of 35, you must know how to properly lower your expectations and not be lower than the industry average. Focus on pursuing room for development. As long as you have confidence in your own abilities, you are not afraid to start over.

Be justified, demonstrate self-confidence, observe responses, highlight value

When interviewing, you have to be confident and confident in order to convince people. Some 35-year-olds are always inferior in interviews, making the interviewer feel like they are begging for a job, and their attitude is good, but only points will be deducted. When the company asks you to interview, you must see something about you, show it boldly, and observe the interviewer's reaction. When we talk about certain points, they listen carefully, nod from time to time, express approval, this is what they want, emphasize more, if not, skip it, don't talk too much.

Emphasize your own advantages in the position, emphasize the existing value, and do not compare growth and development with newcomers. That is our disadvantage. Let the interviewer see the achievements we can output immediately in the position, such as human resources, excellent Project works, experience in operation management, etc. The more direct you are, the more you can impress the interviewer.