When recruiting, it is important to ensure that you comply with relevant laws and regulations and avoid any form of discrimination. Age discrimination is illegal in many areas, so rejecting candidates directly based on age in an email may bring legal risks. It is recommended that you use screening criteria based on job requirements rather than directly based on age. If the company does have specific job requirements (such as internship positions or new graduate positions), it can focus on these qualifications rather than age itself. The following is an example of a tactful and standard rejection email: --- **Email Subject: Thank you for applying for the opportunity to [Job Name]** Dear [Candidate Name], Thank you for your interest in [Company Name] and [Job Name] and for taking the time to submit your application. After our careful review and evaluation, we regret to inform you that you have not been able to enter the next round of interviews at this time. This recruitment is a difficult decision as we are looking for candidates who are highly matched to the specific job requirements. We will keep your resume in the talent pool and will contact you as soon as there is a job vacancy suitable for you in the future. Thank you for your understanding and wish you greater success in your career development. Best regards! [Your name] [Your position] [Company name] [Contact information] --- **Suggestions and instructions:** 1. **Focus on the job requirements**: Make it clear that the screening is based on the specific requirements of the position without mentioning age. This helps avoid potential suspicion of discrimination. 2. **Maintain a positive and respectful tone**: Expressing gratitude and wishing the candidate a happy future can make the rejected candidate feel respected. 3. **Offering future opportunities**: Informing the candidate that their resume will be retained, showing the company's open attitude and reducing negative feelings. 4. **Internal screening criteria**: When screening internally, you can base it on specific criteria such as education background, work experience, skill match, etc. instead of age. In the above ways, you can politely reject candidates who do not meet the requirements of a specific position while ensuring the fairness and legality of the recruitment process.