Are You Overqualified? Managing Ageism During Midlife Job-Hunting

If you’ve been on either side of more than a few job interviews, you probably know there are certain questions which are off limits for an interviewer to ask of a job candidate.  These include asking a prospective employee to disclose their marital status, national origin, race, religion, gender/orientation, or age.  However, while these topics are clearly prohibited, there are interviewers who may not be savvy to this reality; in which case, you may find yourself in a position where you are being asked to reveal information about yourself that you do not wish to divulge, nor should you technically have to.

There are several ways to approach this predicament, one being to graciously decline to answer.  However, many believe the best solution is to attempt to quickly ascertain the reason your interviewer may be asking you one of these questions to begin with.  There may be a direct job-related motive — for example, an ideal answer for the question, “Are you as U.S. citizen?” would be “If you’re asking if I am legally authorized to work for you, then the answer is yes”.

What makes this the best possible answer?  It shows versatility and aplomb, demonstrating that you can deal with difficult situations and maintain your composure.  While it may not be completely ethical, it’s possible that your interviewer may be testing to see if you are capable of dealing with stressful situations.

Now that we know the reasons as well as the best ways to deal with unwarranted questions during your job interview, let’s discuss the one inquiry that may be weighing most heavily upon you lately.

“So, how old are you?”

With the elimination of the mandatory retirement age in most jurisdictions, many employers are breathing a proverbial sigh of relief.  There are not enough up-and-coming graduates to fill all of the positions that are going to be created by the mass of Baby Boomer retirements due to occur within the next five years.

Nevertheless, there are many Baby Boomers whom this jurisdiction suits just fine.  The recent economic downturn eliminated much from their savings.  They need to replenish, and they’re willing to work an extra few years to rebuild their nest egg.

This works out well for the employers who are looking to retain their expert talent for a few more years.  However, for new companies mostly filled with 20-somethings, having someone in their fifties or sixties working among them, would be inconsistent to their demographic of corporate culture, and consequently, unwelcome.

For instance, how would 25-year-old go about leading an experienced 65-year-old?  Many up-and-comers would not be confident enough to give job direction to a seasoned professional more than twice their generation.  So, they may typically confine themselves to peers in their age group and incidentally deprive themselves of a vast resource of incredible experience, without realizing they are, in fact, hindering their growth in the long run.

Older workers

Essentially, it is in the hands of the older generation of workers to educate their younger counterparts on what they are missing when they pass them over based on age alone.  When a younger prospective employer fixates skeptically upon your age, your goal is to redirect their focus to your abilities and how your skills and experience will fulfill the needs of the job and their company as a whole.  A good option is to start with your >cover letter; you can begin to make your impression before anything else is known about you, making sure you hit all the marks on the job description.

Aim to be viewed as an asset to their company before you even walk in the door of the interview.  Since the dynamic may shift once you meet, be prepared to quickly turn it around, and reallocate back to the interviewer.

Expressing your pleasure in meeting your interviewer, complimenting the company, and making it known you are looking forward to being able to contribute to its success in some way are good suggestions for your initial exchange during your interview.   Add how you are aware of the advancements or changes in your industry.  It is your knowledge, confidence and capability that must take center stage.

In the case of an interviewer who still appears reticent, be sure to point out all the times that you have had a boss who was younger than you, and how great the working relationship was.  Ensure that they know your experience is the key to how quickly you can pick up new information.  You have already learned how to learn.

The Takeaway

It is crucial to appear knowledgeable and steadfast without coming across as overly self-righteous or arrogant.

Through the eyes of a younger colleague, your level of experience can be intimidating.  Remain open, friendly, and broadly accepting; but remember, you’re willing to participate on every level, and contribute, but you’re not going to take over their show.  Reassure them you are aware they are the superior in charge, regardless of your expertise.  They can ask you anything and you will provide them the best information available.

Don’t allow those involved shortchange themselves.  Make a solid effort to show them they need you, yet they don’t have to fear you.  You’re a team player, and you want to make their team the best it can be.

By Fred Coon, CEO

Stewart, Cooper & Coon, has helped thousands of decision makers and senior executives move up in their careers and achieve significantly improved financial packages within short time frames. Contact Fred Coon – 866-883-4200, Ext. 200