When rejecting candidates, it is necessary to ensure compliance with local labor laws (age discrimination is prohibited in many countries). If the company's policy is legal and you need to refuse tactfully, it is recommended to use the following principles and techniques： --- ###**Principle guidance：** 1. **Avoid mentioning age**: Directly related to age may involve legal risks, and should focus on other legal standards required by the position (such as skill test results, team fitness, etc.). 2. **Affirm the opponent's advantages**: Recognize the value of experience and avoid making the opponent feel belittled. 3. **Blur the reasons for rejection**: Use neutral expressions, such as ”job requirements“ or ”team fitness", rather than specific reasons. 4. **Maintain an open attitude**: Leave room for future cooperation and maintain the corporate image. --- ###**Reference words：** **Thanks at the beginning：** “Thank you for taking the time to participate in the interview and sharing your many years of valuable experience in the logistics industry. We attach great importance to the input of every candidate. ” **Transition to rejection：** “After careful evaluation, we believe that there is a certain difference between the current job requirements and the matching degree of your background. We are looking for candidates who can more quickly adapt to the company's current business rhythm and technical requirements. ” **Affirming value + leaving room：** “We are deeply impressed by your experience. We will incorporate your information into the talent pool. If there are more suitable job vacancies in the future, we will contact you as soon as possible. ” **Polite ending：** “Thank you again for your attention to the company and wish you a smooth career development. ” --- ###**Important advice：** 1. **Re-evaluate policy risks**: Age is not necessarily related to response speed. It is recommended to screen candidates through standardized tests (such as driving simulation and resilience assessment), which are both fair and legal. 2. **Focus on legal compliance**: Many regions (such as the European Union, the United States, and China) expressly prohibit age discrimination in employment, and the enforcement of age restrictions may lead to litigation or administrative penalties. 3. **Optimize recruitment strategies**: Neutral requirements such as “young team cultural adaptation” and “high-intensity workload” can be emphasized, rather than directly limiting age. Handling in a legal and respectful manner can not only maintain the corporate image, but also reduce legal risks.