Ageism in the Interview: Tips for Avoiding the Stereotypes.

You don't need to be a rocket scientist to see that there are a lot of unemployed people in the market these days.  In my conversations with some of them, a topic has risen several times, the idea that "my age is a disadvantage."

I wanted to write a bit about this, and offer some suggestions for people who are worried that their age is hurting them in the interview.

First, let me say that I acknowledge that ageism does exist, although I suspect it's a bit less common than people perceive.  In corporate environments, enthusiasm and malleability matter for some positions, and it's easy to feel like gray hair doesn't fit that "image" of a new employee.  That being said, it is my belief that most employers want the best fit, whether you are 19 or 95.

If you are an "older" individual (whatever that means to you) and you want to be sure that you are not fitting into a stereotype, here are a few tips to help out if you happen to interview with someone who is biased towards younger workers.

1) Dress appropriately- This is actually a good tip for any interviewee.  Look at how people dress at your target company and attempt to emulate it.  At a minimum, wear newer clothing.   A suit from the 80s may be clean and professional, but it can also date you.

2) Emphasize your interest in learning - A stereotype about younger workers is that they are more enthusiastic, better able to adapt, and more willing to learn.  By emphasizing your enthusiasm for the work and your openness to learning new things, you will help the interviewer avoid stereotyping.

3) Talk about experience situationally, not numerically -  Another tip is to give examples of your experiences, without making statements like "I've been in management for 20 years."   If you say "I got my degree in 1979" when your interviewer hadn't been born yet, you might intimidate them.

4) Don't talk about ageism -  I've been in some interviews where candidates spend most of the time talking about how they can't get a fair shake because of their age, and they are being discriminated against.  When someone walks into an interview talking about how they are a victim of discrimination before the interview has begun, the focus shifts from the candidate skills to the risk this candidate will sue - not a way to get hired.

Should you need to use these techniques?  No.  Interviewers should focus on skills and qualifications, not your birthday.  But because we know ageism is "out there" - these suggestions may help you overcome the invisible bias in the room.

Any thoughts or additional tips to add?  Post a comment - I'd love to hear your thoughts.

Comments

[hari babu]

good Article, good information about ageism