Older people who need employment have to compete with younger people. What problems does this cause? And what are the solutions?
题目大意
年长一些的人和年轻的人同时竞争工作，会导致什么问题？怎样解决这些问题？
写作思路解析
➡️会导致应征压力和对于工作满意度下降的整体恶性循环，但可以通过适当方法解决。
➡️年轻人的工作应征压力会提升，并以此带来由于工作不满足而形成这个趋势的恶性循环：
年轻的人可能会由于年长一些人在工作应征方面的优势而无法竞聘到适合的工作，进而可能会为了生存而选择那些自我并不满意的工作。而这种不满足反而可能造成他们多年后再一次离开自己的工作岗位而重新进入人才市场，成为年长的人来和年轻人竞争，导致整个就业环境中的就业与就业人员的不匹配。
➡️解决方法：通过提升年轻应征者的就业能力来提升年轻一代就业率；通过体系化的职业晋升渠道来使得那些本来降低个人能力应征的工作者在后续工作中提升满意度并加强稳定性；通过创业来解决一些人的就业问题并提供新的就业机会。
提纲梳理见下
写作示范
There are always problems when multiple age groups are put into one giant talent pool. I would discuss in this essay about the issues and the possible solutions to alleviate them.
The fierce competition between different aged employees provokes far beyond the dissatisfactions and mutual pressures from the both sides; a vicious circle is gradually formed during the process. Chances are that young candidates might fail to be selected due to their lack of good working experience or immature job-hunting capability when compared with those seasoned finders, and are then become the “left-behind” talents waiting in the employment market. They then may have to either strive to be employed by their second-planed company, which of course, is also largely with disappointing outcome, or degrade themselves doing the jobs that require far below their abilities. The strong feeling of imbalance during their vocational life is likely to make them the mentioned “older people” after years, since some would possibly leave their tedious and dissatisfied career path and then push themselves back into the talent market to compete with newly potential employees. Such is the foreseeable scenario in front of the already harsh job finding situation, in which there are twice likely the result that place hunters never find their dream work and destabilize their vocational life span.
The trend is inevitable in almost all societies, but there are still ways, though not that efficient, to relatively alleviate the situation. Multiple efforts are to made jointly in both developing the competitivity of the younger candidates and increasing their degree of job satisfaction, and what is more, in encouraging more of the potential employees to become employers themselves. Employability is always possible to be fostered during one’s academic life, and universities, vocational schools or even high schools can prepare their future graduates with those competences. Those hunters are then less awe of their future vocations and would better their combination between their academic knowledge and related vocational utilization during their probation. Corporates are also playing their roles in systemize their bodies in terms of the promotion channels, to make sure the overwhelming staff can have chances to get high levels and to try various job contents; such possibilities can somewhat stabilize those once mismatching employees. There is also and awareness that entrepreneurship is highly recommended in this much open, diversified society, where opportunities prevail the economic environments. Job finders are truly welcomed to set up their own career, because this may on the one hand resolve their employment problems, and provide more positions for talents on the other.
In conclusion, the hardship presented in the talent market filled with both older and younger applicants should be seriously considered, and methodologies can be figured out to better the employment environment.
