Uniting Talent
with
Opportunity
Source: Pháp Luật Newspaper
Many employers increasingly favor younger candidates, arguing that they are more agile, adaptable to dynamic work environments, and open to learning new things. Meanwhile, workers over 35 are often seen as less flexible, slower to adopt new technologies, and sometimes even considered to have higher salary expectations.
Shocked by Being Labeled "Old"
Having worked for ten years as a warehouse staff member at a garment company, Mr. D (36, Ho Chi Minh City) shared that he had been too busy handling paperwork, inspections, and packaging to think about keeping up with labor market trends.
When his company announced staff reductions, he never imagined that his name would be on the layoff list. However, after losing his job, he immediately began searching for a new one.
"Many companies prioritize hiring candidates under 30. Some even told me outright that I wouldn’t be able to keep up with a fast-paced work environment. Hearing that really hurt," Mr. D shared.
After three months of unemployment, he fell into a crisis. He realized he had dedicated himself to his job but had neglected his own career development.
"I don’t have a broad professional network, nor have I kept up with labor market trends. I also haven't equipped myself with any new skills. I never thought that job hunting after 35 would be this difficult.
This is a sensitive time—I have a family to support and many living expenses. The older I get, the greater the pressure, but job opportunities become scarcer," Mr. D said.
After multiple failed job interviews, he decided to take courses in warehouse technology and skill development, seeking opportunities that matched his age and experience.
After 12 years as a technical staff member at an electrical equipment manufacturing company, Mr. H (37) decided to resign in search of better opportunities. Confident in his extensive experience, he believed he would quickly find a suitable job. However, reality proved otherwise.
"I sent out nearly a dozen applications, but most received no response. Employers prioritized younger, more dynamic candidates who were willing to accept lower salaries. Maybe it’s because I’m over 35, so recruiters think I wouldn’t adapt well to a youthful environment," Mr. H said.
He added that many of his former colleagues faced the same situation, though he hadn't believed it until it happened to him.
"One day, I walked into a coffee shop and saw young professionals working energetically, interacting, and collaborating. That moment made me realize that the problem wasn’t just the job market—it was also me. I had been too comfortable in my safe zone," he admitted.
Instead of continuing to send out applications, he enrolled in a digital skills course and studied modern machinery operations. "If you don’t take a step forward, you’ll always be stuck at the starting line—labeled as too old to begin again," Mr. H reflected.
Proactively Learning to Adapt
Mr. Hoang Thanh Hai, HR Director of Jotun Vietnam, explained that hiring decisions are based on knowledge, skills, and experience, but the core factors remain mindset, attitude, and adaptability.
"Employees who lack motivation tend to give up easily and blame external factors instead of seeking solutions. Workers over 35 have the advantage of experience, allowing them to grasp tasks quickly and reduce training time compared to younger employees.
However, regardless of age, employees must continuously learn to meet job demands. Otherwise, companies may part ways with them. The biggest challenge for workers over 35 is complacency—believing their experience is sufficient and neglecting to learn new things, which leads to falling behind," Mr. Hai noted.
In an era of rapid technological change and an evolving job market, companies filter employees based on their attitude and performance. Those who lack a growth mindset and fail to update their knowledge risk being phased out—or even self-eliminating from the job market.
Sharing a similar perspective, Mr. Nguyen Kim Quan, Senior Recruitment Manager at HR2B, predicted that recruitment activity in early 2025 would remain vibrant, as it typically is in the first quarter of each year. He emphasized that workers over 30 have significant opportunities to advance their careers.
"We consistently connect with experienced candidates, with those over 30 making up a strong proportion. This age group is often considered a 'golden period' for career growth and breakthroughs.
At this stage, they possess many advantages, including stable health, strong motivation, and years of accumulated experience. However, they must also work on improving their ability to quickly adapt to new technologies, foster creativity, and collaborate effectively with Gen Z colleagues," Mr. Quan said.
That said, in industries that require innovation, creativity, and cutting-edge technology, younger candidates may have better chances for promotion and salary increases. For workers over 35, career opportunities will gradually shrink if they do not continuously upgrade their skills.
"Candidates should enhance their technological proficiency, foreign language skills, adaptability to diverse work environments, and willingness to learn—otherwise, they risk being left behind," Mr. Quan concluded.
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