When considering age restrictions to control the age structure of the workforce, you need to be careful and ensure that such an approach is legally and ethically justified. In many countries and regions, hiring restrictions based solely on age may violate anti-discrimination laws. Nevertheless, if a company does have specific business reasons, those reasons should be based on actual business needs rather than prejudice. Here are some possible reasons, but companies should consult legal experts to ensure compliance before implementing any policies: 1. **Experience requirements**: Certain positions may require a certain number of years of experience, which is often indirectly related to age. If it is a management position, you may want candidates to have enough work experience to take on significant responsibilities. 2. **Career development balance**: To ensure that there is enough career development and promotion space within the company, maintaining a diverse age structure can help achieve mentoring and succession between employees of different ages. 3. **Technology adaptation**: The younger generation often grows up in a more technologically radical environment and may have a higher acceptance and adaptability to new technologies and digital transformation. However, this should not be a reason to exclude older candidates, but should be determined based on specific technical needs. 4. **Team diversity**: Maintaining a team with a diverse age level can bring different perspectives and innovative thinking, which can help solve problems and create new ideas. 5. **Future workforce pool**: Attracting younger talent may help build a future pool of key employees, ensuring the company maintains a competitive workforce in the long term. 6. **Physical requirements**: Certain positions may consider younger applicants if they require more physical effort. However, this reason should be carefully considered to avoid bias and the physical requirements of the position should be analyzed specifically. Again, when implementing any age-related recruitment policy, it is important to ensure that it complies with legal requirements and is conducted in a non-discriminatory manner. Preparing a diversity and inclusion policy and supporting training and continuous development will help shape a healthier and sustainable company culture.