Thanks to Todd Raphael’s World of Talent blog for pointing out TechRepublic’s new article on how to avoid age-bias landmines during the interview process.  According to the article, you may encounter subtle age bias in questions and comments from interviewers. The trick is to identify the questions and know the best way to answer them, dismissing concerns about age right off the bat.  Here are some of my favorite practice questions and suggested replies:

How would you describe yourself?

The employer may be concerned about your fitting in with younger workers, taking direction from a younger supervisor, and coping with a hectic schedule. Research studies by the American Association of Retired Persons (AARP) have found that many employers think older workers lack flexibility and adaptability, are reluctant to accept new technology, and have difficulty learning new skills. Demonstrate a high energy level throughout the interview. Highlight examples of your willingness to learn and take on new projects, your latest technology skills, and your ability to remain flexible and/or handle stress.

You seem overqualified; why do you want this job?

This is the question that often cloaks subtle age discrimination. The employer may be questioning your goals or challenging your long-term commitment to the job. Also, a younger hiring manager might be intimidated by your experience or be uncomfortable supervising someone older. This question may give the interviewer the opportunity to ask about your salary, which leads to the cost excuse needed, or to say that you’d be “bored in this position.” Indicate your sincere interest in working for the organization. Emphasize your unique attitudes, abilities, and interests that led you to apply for the job. Express your enthusiasm for the job and for the opportunity to learn. De-emphasize your many years of experience, but do stress the skills that relate to this particular position.

Will you be comfortable working for someone younger?

Some employers may be concerned that midlife and older workers will be reluctant to accept younger people as managers and bosses. Age should not be a determining factor in leadership; both younger and older people are capable of leading and managing.  One response that can be very effective for dispelling this concern is, “I’ve had other managers who were younger than I am, and just like the older ones, some are better than others,” or “I’ve learned something from every manager I’ve had.”