As an HR, you need to maintain professionalism and respect when rejecting candidates. The following are step-by-step suggestions and example words to help you deal with this situation properly： --- ### **1. Prepare the tone in advance** Avoid direct mention of age (legal risks of age discrimination may be involved in some regions), and instead focus on the current needs of institutions： * "We attach great importance to your experience, but after a comprehensive assessment, the current team's teaching direction may not fit well with your expertise. "* --- ### **2. Communication framework and example techniques** **①Express gratitude** -* "Thank you for taking the time to participate in the interview. We appreciate your passion for education and rich teaching experience. "* **②The euphemistic reason for rejection** -Option A (focus on team structure)： *"At this stage, we are forming a team that emphasizes specific teaching technologies (such as the deep integration of digital tools). The current position may not be able to give full play to your advantages. "* -Option B (blur processing)： *"After many considerations, we believe that the degree of matching between this position and the current development direction of the organization has not reached expectations. "* ** 保持 Maintain respect and openness** -* "We will store your information in the talent pool, and we will give priority to contacting you if there are more suitable job opportunities in the future. "* -(If the other party is senior)* "If you wish, we can keep in touch, and there may be cooperation opportunities such as teaching and research consultants in the future. "* --- ### **3. Precautions** -**Legal risks**: Avoid using any age-related expressions (such as "young team" and "changing times"). -**Empathy**: Take the initiative to help candidates review their interview performance (such as "your answer in a certain link is very enlightening") to reduce frustration. -**Alternative plan**: If the candidate is particularly outstanding, you can tentatively ask whether he has received short-term training/probation period assessment. --- ### **4. Follow-up improvement suggestions** -**Internal reflection**: Evaluate whether the "no recruitment for over 50 years old" policy is reasonable (such as teacher stability and the value of classical pedagogy). -**Job optimization**: Clarify recruitment requirements (such as "nearly 3 years of online teaching experience" rather than age restrictions), which is more fair. In this way, you not only protect the interests of the organization, but also give the candidates the respect they deserve, and reserve potential cooperation opportunities for the company.