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 A new book, Job Interviews: top answers to tough questions
(McGraw Hill Business, £9.99, 2008) has comprehensive material
on age discrimination and how candidates should answer difficult
questions on age. Here, the book’s best-selling author, John
Lees suggests answers for two common age-related questions – and
explains why you don’t have to answer two more.
1. Why aren’t you earning more at your age?
It’s a terrible question. Do not succumb. Do not challenge the
premises.
JL’s suggestion:
‘When I was just out of university I considered other factors
besides pay as being more important. I should have paid more
attention to my career in my early yers. That is exactly why we
are having this meeting.’
2. There appears to be a gap on your CV. What were you doing
during this time?
You should be prepared to respond to this question if you take
time before interview to consider your activities both on and
off the job. Make your answer crisp, brief, focused on the point
and not defensive. That kind of answer portrays you as a person
who does what you have to do.
JL’s suggestion:
‘Constant care of a family member required someone’s
attention and the choice was between my spouse and myself.
Because she had just started a new career, I decided to
volunteer for the assignment.’
3.You haven’t worked In years. What makes you think you are
up to the challenges of the position and our organisation?
This question is potentially discriminatory because it will
probably be asked more of women returners than other job
seekers.
JL’s suggestion:
‘While I have not been in paid employment for several years,
I have had to perform a variety of activities and play a number
of roles. Let me give you an example of the skills that I have
developed that I am certain will be most useful to you here. For
example, I supervised the automation of the XYZ Charity that
brought the organisation into the information age and did it
while expanding fund-raising efforts.’
4.Don’t you think you’re a little old for this job?
It’s not illegal for an employer to ask your age or your date of
birth. However its poor practice to make selection decisions on
the basis of age. You can’t keep your age a secret in the
recruitment process. The best plan is to simply include your
date of birth on the last page of your CV and don’t make
anything further of it. If the issue comes up in interview, play
to your strengths.
JL’s suggestion:
‘I think I have maturity and experience that younger
applicants are missing. Besides they’ll be off in 2 years
whereas I’m looking for a long-term position.
laterlife interest
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