How to Interview with Younger Managers

For the 45+ crowd, interviewing with a younger manager or recruiter can be a challenge. 

Here are some suggestions for improving your performance. 

Be Aware of  Triggers

One reason it can be difficult for us to interview with someone younger is because we have our own insecurities and anxieties about our age, especially if we've been receiving regular feedback that we're "too old."  It's a fact of human nature that when we feel insecure, we can become hyper-reactive to what  other people say. We may then respond to questions defensively, feeling a need to "prove" ourselves to the other person. 

The problem with this reaction is that it can come across as aggressive or negative to the interviewer--exactly the wrong impression we want to leave. 

It's a good idea to pay attention to your interview "triggers"--the phrases used or questions asked by a younger interviewer that make you feel defensive. Then, with a trusted friend, coach or colleague, you should practice responding to these questions in ways that will present you in the best light. 

Put Yourself in the Other Person's Shoes

One way to reduce our sense of defensiveness in an interview is to imagine being 30 years old and interviewing a seasoned employee in their 50's. What concerns and insecurities might you have had at that age? 

They may be: 

• Worried that you are  more "qualified" than they are or that you will go after their job. 

• Concerned that you won't want to take direction or suggestions from someone who is younger.

• Concerned about some of the stereotypes of older workers--including that they are not proficient with technology, that they are "set in their ways," that they may not be willing to work longer hours, etc. 

By developing some empathy for the younger supervisor or recruiter and the position they're in, you can improve your ability to respond positively to questions and comments during the interview.  

Make the Younger Person Comfortable

The number one goal in any interview situation--but especially with younger people--is to make the interviewer comfortable. 

This means, first of all, understanding that younger managers may present themselves differently.  They may:

• Dress and act more casually
• Lack what you consider to be "proper" interview etiquette
• Lack experience in and/or training on how to conduct an interview
• Focus on more "day-to-day" operational questions, rather than larger strategic questions

While the younger person may not conduct the interview in the same way you might, you must do what you can to avoid communicating disdain or disapproval about the process. This includes watching body language, tone of voice and facial expressions that tell the interviewer that you disapprove of how they are conducting the interview.

You also need to be aware of the stereotypes many younger managers have about older workers and do what you can to address these with the interviewer.

For example, there are often concerns about technological savvy. You need to emphasize your comfort level with technology and should avoid saying things like "I don't get Facebook and don't ever use it."

You also need to make it clear that you are willing to take direction from younger managers and are open to learning new ways of doing things. 

The work you've done in thinking through the concerns that younger interviewers might have can help you to then brainstorm ways to address these concerns during the interview.

Treat Younger Workers as Peers

Part of making the interviewer more comfortable is to approach them as a peer--an equal in the workplace. One way to do this is to ask their opinions. For example:

• What attracted you to to working here?
• What advice do you have for anyone starting at this company?
• What do you most value in a new employee? 

You should also find ways to make it clear that they are here to contribute to the team and to the company--not to take the younger person's job. 

Phrases to Avoid

There are certain things that older job seekers may say that inadvertently cause them problems during the interview. You'll want to work to avoid these:

• "This is before your time, but. . . " (This just emphasizes and calls attention to the age gap and the younger interviewer may hear "I'm more experienced than you are."  

• "You have plenty of time to experience X, Y, Z" (The interviewer may hear, "I know more than you.")

• "When I was your age. . . "

• "Young lady/young man, kiddo, etc."

If you're a job seeker in the 45+ range, it's important to increase your comfort level in interviewing with younger managers and recruiters. Even if the "boss" is about the same age, younger workers may be serving as gatekeepers (in HR/recruiting positions) or will be part of the team. Mastering skills in setting younger workers at ease will be invaluable in your job search.