Unemployment due to over 30 workers find it difficult to adapt to the new model

Enterprises are increasingly strict

Ms. Cao Thuy Anh - Director of THT Trading & Export Company (Thanh Liet Ward, Hanoi) - said that for about this year, the company's personnel recruitment criteria have changed a lot compared to the previous period.

We have about 200 officers and employees working at our headquarters in Hanoi and 2 branches in Da Nang and Hai Phong. Previously, there was a period of 3-4 years when the company did not recruit new employees because the old apparatus operated stably. Since digital technology and AI have had a profound impact on all aspects of life, our work has also changed. Many administrative and manual stages have been replaced by automation and machinery; many new requirements also require personnel to study to improve their qualifications if they do not want to be eliminated," said Ms. Thuy Anh.

According to Ms. Thuy Anh, the idea of "hip-ups of experienced people" has completely disappeared from the company's recruitment rounds. Instead, young, qualified and knowledgeable personnel in digital technology and AI become the top advantage.

In 2025 alone, we will lay off about 20 employees, most of whom are aged 30-40 because they do not meet the new requirements, Ms. Thuy Anh revealed.

Mr. Phung Duc Tung - Human Resources Director of a consumer goods manufacturing group in Lang Ward (Hanoi) - said that the paradox of "lack of experience" appearing with workers over 30 years old is due to old experience not matching new requirements.

Enterprises need people who can quickly adapt to new technology, new software, and new management models. Meanwhile, many workers over 30 years old have good experience but tend to return to the old process. Re-training requires time and cost, making businesses not interested, Mr. Tung analyzed.

Mr. Tung said that increasingly strict recruitment requirements have also unintentionally eliminated this group of workers. Many recruitment announcements prioritize candidates under 30-32 years old, requiring digital skills, foreign languages, and the ability to work in high-pressure environments. Although there is no clear "age limit", these criteria make it difficult for workers over 30 years old to access. Another factor is the cost problem. Workers over 30 years old often have higher expected salaries due to the financial burden of their family. Meanwhile, businesses tend to compare costs - efficiency, thereby prioritizing young workers with lower salaries.

Requirements for personnel are increasing

According to many experts, the first reason why the group of workers over 30 years old are likely to be unemployed comes from the strong change in the operating model of the enterprise. Digital transformation, streamlining the apparatus, and optimizing costs are becoming a popular trend. This has led to many intermediate positions being cut, while the demand for the remaining personnel is increasing.

Mr. Trinh Ngoc Minh - Human Resources Director of Thien An Group (Ba Dinh Ward, Hanoi) - shared that the digital transformation process is not simply the application of technology, but leads to a comprehensive change in the way businesses organize their apparatus and use human resources. Traditional governance models, which need many intermediate layers, are gradually being replaced by software systems, digital platforms and automated processes. As a result, a series of positions that were once considered stable now no longer play an essential role.

"Notably, the group of workers over 30 years old often focuses on intermediate positions such as administration - human resources, accounting, coordination, and supervision of operations. These are the positions that are easily streamlined when businesses optimize their apparatus. When a part of the work is done by software or artificial intelligence, the number of personnel needed is significantly reduced, while the demand for those staying increases significantly. In addition, digital transformation has also caused rapid changes in labor capacity assessment standards. The company does not only look at the number of years of experience, but focuses on the ability to adapt, learn new technologies and work in many positions. For many workers over 30 years old, especially those who have been attached to a fixed position for a long time, meeting these requirements is not easy, said Mr. Minh.

Mr. Vu Quang Thanh - Deputy Director of the Hanoi Employment Service Center - said that unemployment in their 30s is not only an economic shock but also a psychological shock. Currently, current unemployment support policies are only short-term, not enough to help workers reintegrate sustainably. The largest gap is in vocational training and conversion programs suitable for the middle-aged labor group.

"From the market perspective, it can be seen that workers over 30 years old are standing between two waves, one side is rapidly changing businesses, the other side is limited adaptability due to lack of training opportunities. Without timely solutions, this group of workers will continue to be the group most at risk, Mr. Thanh emphasized.

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