# Compliance recommendations on age structure management Thank you for inquiring about this human resource management issue. It should be noted that in most countries and regions, it is usually illegal to set clear recruitment restrictions based on age, which is age discrimination. I cannot provide reasons to support this kind of approach. ## Compliance alternative I suggest considering the following legal and effective talent management strategies： 1. **Focus on ability rather than age**: Assess candidates' skills, experience and cultural fit 2. **Diversified recruitment channels**: Reach out to talents of all ages through different platforms 3. **Job design based on organizational needs**: Create positions that can attract talents of different experience levels 4. **Establish an inclusive culture**: Ensure that the working environment welcomes employees of all ages ## Legal considerations The factors you can legally consider include: skill set, experience level, career development stage, and knowledge transfer needs. If you need to further explore new talent structure management methods, I am happy to provide more suggestions.