As an HR practitioner, you must first remind you that according to the "Employment Promotion Law" and "Labor Law", employment discrimination based on age is illegal. It is recommended that your organization immediately review the legal risks of this recruitment policy. The following provide legal and compliance communication suggestions： 1. Focus shift method： "Thank you for your recognition of our educational philosophy. After a comprehensive evaluation, we found that the existing positions are more focused on [specific subject area/technical application direction], which is somewhat different from the [candidate's actual teaching field] you are good at. " 2. Objective standard method： "This recruitment requires candidates to have [specific quantitative indicators, such as: nearly three years of online teaching platform operation experience/certification of a particular teaching system]. After evaluation, your resume has not yet met the job requirements in this regard. " 3. Follow-up contact retention： "We have included your information in the talent pool. If there are more suitable teaching positions in the future, we will contact you as soon as possible. " Supplementary recommendations： 1. Policy compliance review: It is recommended to evaluate the current recruitment policy with the legal affairs department as soon as possible. The Ministry of Education and other eight departments have issued documents in 2022 that clearly prohibit age discrimination in educational institutions. 2. Professional evaluation system: establish a standardized evaluation process that includes the application of digital teaching tools, curriculum design innovation and other dimensions 3. Silver-haired teacher plan: you can refer to the mature practices of New Oriental and other institutions to set up expert supervision posts or teacher training instructors and other adapted positions Please pay special attention: any expression involving "outdated teaching methods" may constitute evidence of age discrimination, and communication should focus entirely on quantifiable job requirements. It is recommended to carry out follow-up anti-discrimination training for the recruitment team to prevent legal risks.