As a recruitment manager, in emails that tactfully reject overage candidates, it is necessary to take into account legal compliance (avoiding direct mention of age), corporate image maintenance, and respect for applicants. The following is a suggestion template and analysis of key points： --- **Email template：** --- **Subject: **Reply to your application for [job title] Dear [Name of candidate]： Thank you for your attention and application to [company name] and [job title]! We have carefully evaluated the background of each applicant, but due to the special job positioning and selection criteria for this campus recruitment (such as focusing on fresh graduates/early career development projects, etc.), after careful consideration, we believe that the current match with you is temporarily insufficient. The [Specific highlights, such as academic achievements/project experience, etc.] shown in your resume are impressive. We have included your information in the talent pool. If there is a more suitable opportunity in the future, we will give priority to contacting you. Thank you again for your trust in the company and wish you all the best in your career development! Sincerely salute [Your name] [Company name] Recruitment team --- **Analysis of key strategies：** 1. **Avoid legal risks：** -**Avoid direct reference to age**: Use neutral expressions such as ”job positioning“ and ”selection criteria" to imply restrictions to avoid triggering age discrimination disputes. -**Emphasize the particularity of the position**: For example, the “Fresh Graduate Project” and “Early Career Training Plan” suggest that the requirements for the career stage (rather than physical age) are more acceptable. 2. **Maintain the candidate experience：** -**Personalized feedback**: Mention the specific strengths of the candidate (such as academic achievement), show respect and reduce the negative feelings of rejection. -**Retention of future opportunities**: Explain that the information will be stored in the talent pool to leave room for follow-up recruitment and convey an open attitude. 3. **Corporate image management：** -**Highlight the professional process**: Emphasize “careful consideration” and "careful evaluation” to show the rigor of the company's selection, rather than random screening. -**Convey positive expectations**: Use the wording ”I wish you a smooth career development" to shape a friendly employer brand. --- **Supplementary recommendations：** -**Internal compliance confirmation**: Verify the legality of the age limit with the legal department in advance to ensure compliance with local labor regulations (for example, some regions allow school recruitment to set a limit on the number of years of graduation). -**Unified speech skills training**: Provide standard response guidelines for recruitment teams to avoid risks caused by individual communication deviations. -**Description of targeted channels**: Specify in advance in the recruitment announcement “for 2021 graduates” or “no more than 2 years of graduation is required” to reduce the number of overage applications. Through the above methods, the screening goals are not only achieved, but also the possibility of negative effects is minimized.