Addressing common age stereotypes in an interview

Ageism is prevalent in recruitment but that does not mean there aren’t ways to challenge ageist perceptions in the recruitment process without being too overt about it.

Obviously, a good resume will help you score an interview, but it is at the interview stage that you can most effectively challenge some of the stereotypes that we know recruiters and others have about age and work.

We know employers often have very specific concerns about mature workers. They worry they are set in their ways and may not function well in teams.  More frequently, they worry about tech proficiency, or how a mature worker will work with a younger manager. They often assume older workers are less likely to be innovative. They might consider that as older workers they are winding down towards retirement and will therefore not perform as well as younger workers.

Younger managers interviewing for a position in their team may be concerned that a more experienced person who claims to be interested in a position with less responsibility than they have had previously is being disingenuous and that they either won’t stay or covet the manager’s job.

To counter these perceptions, make sure you get an opportunity to address them in the interview.  For example, when asked about how you work as part of a team, you might say, “I enjoy working as part of an intergenerational team and I have often been a mentor to younger workers.  But I have also learned a lot from younger workers, so I think being part of team is a two-way street.”  Giving examples of what you may have learned from younger workers and also how you have helped them will add credibility to your response.

Technology proficiency is a critical one to address.  It’s important to be up-to-date with the latest technology relevant to your position and to any new business software or platforms frequently used by businesses in your industry.  Describing how you have taken the initiative to learn new technology will shake the perception that mature workers can’t do tech.  Emphasize that you are always curious about new technologies and how they can improve work outcomes.  

For those looking to take a step back from responsibility and demanding roles, explain that you are eager to remain in the workforce long term but that you want to get balance back in your life. Be clear that you are not interested in an executive or managerial position, but you believe you still have a lot to contribute, and you want to be able to use your skills and experience to add value to the organisation. 

Depending on your age, an employer might assume you only want to work a few years and then retire.  So be clear about retirement intentions.  For example, I’m not interested in retirement, and I see myself working well past traditional retirement age if I can, but flexibility is important to me.

Thinking about how you can undermine perceptions of ageism should be part of your interview preparation if you are a mature worker.  While we wish it were otherwise, unfortunately you do not know whether you will encounter it or not.  Sometimes it’s impossible to know if ageist stereotypes have played a role when you are unsuccessful.  Maybe there was just a better candidate, but at least you will have done your best to counter outdated perceptions of age and work.