How to Overcome Ageism in an Interview

We live in a world with a multigenerational workforce. Let me begin with an emphasis that age discrimination is a very real thing. I’ve worked with hundreds of job seekers who fall in the “over 50” category that struggle with ageism during their job search. But the problem also exists on the other end of the spectrum, for those youngsters just starting (or trying to start) their careers. Regardless of your age, there is a real chance that in your next career opportunity, you’ll be interviewed by someone from another generation than your own.

As of 2021, there are five generations in the current workforce: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation houses different value sets and career goals. No one generation or value set is better than the other. Millennials aren’t better or worse than Baby Boomers, and so on. Just different. And in many cases, one generation is the product of the way another generation raised them. The key comes in understanding those differences so that you can respect them and speak to the value sets of your interviewer in an authentic way that allows you to make a meaningful connection with them. Making that connection is how you get the offer!

Let’s begin with an overview of the generational value sets. I want to caveat this by saying that these are very much STEREOTYPES and generalizations. Outliers and exceptions will always exist.

TRADITIONALISTS: (1927-1946)

Traditionalists are known as the “Silent Generation.” Their career goals are more about security and recognition. They tend to be extremely loyal and often work for one or two companies throughout their entire career. The days of the company car and a gold watch at retirement no longer exist, but they were common earlier in the Traditionalist’s careers. There is often an imbalance between work/life.

• Highly loyal

• Long tenure

• Retire with a gold watch, or similar

• Not many still active in the workforce

BABY BOOMERS: (1946-1965)

Baby Boomers are often known to be “workaholics,” which led to increased single-parent households. They, too, are loyal to their companies, but not to the same extent as the Traditionalists. Their career goals are more associated with monetary rewards, vacation, titles, and perks. There is slightly more value placed on work/life balance, but it’s often seen more as a balance made from working hard and getting the life balance at retirement.

• Self-motivated

• Strong work ethic

• Personal sacrifices for professional rewards

• Many have retired or are approaching retirement

GENERATION X: (1965-1980)

Generation X’ers are known as the “Me Generation” and mark a notable shift away from the strong company loyalty seen with Traditionalists and Baby Boomers. They often saw their parents show commitment to a company only to be laid off or saw their parents get divorced in the face of ill-balanced work styles, so they seek more personal freedom and immediate rewards. Gen X’ers want work/life balance now, not after 65.

• Adaptable to new technologies

• Independent

• Dependable, if it’s the right fit

• Some nearing retirement

MILLENNIALS: (1981-1996)

Millennials are sometimes referred to as “Generation Y” or “Generation Why.” They are more ecologically and community-minded, and it matters that their work is meaningful. They are often strapped with student loans. Millennials tend to have multiple careers, and they aren’t afraid to job hop if their values and expectations aren’t being met. They see career stability less in what company they work for and more in their own skill sets and experience, which they take with them wherever they go. Work/life balance in the present is essential to them, and if they aren’t receiving it with one company, they have no problem leaving that company for one who will provide their desired balance because, after all, “it’s just a job.”

• Achievement-oriented

• Tech-savvy

• Focused on work-life balance

• Accounts for the majority of the active workforce today

GENERATION Z: (1997-2020)

Generation Z’ers are part of the “Gig Economy” and value flexibility. They are very tech-savvy and represent the first generation who grew up entirely immersed in computer and internet technologies. They are more likely to pursue contract work and portfolio careers (or entrepreneurship) to maintain the freedom, flexibility, and work/life balance on their own.

• Open-minded

• Tech-savvy

• Individualists

• The youngest in the workforce, many are still babies

LOOKING TO THE PRESENT & NEAR FUTURE:

Millennials will account for 75% of the workforce by 2025. That means that if you belong to another generation, you’ll want to make a genuine effort to better understand what millennials value. Additionally, there is a strong chance that you’ll be interviewed by millennials. Likewise, if you’re a millennial, you’ll want to be particularly inclusive of other generations and value sets to maintain a healthy, diverse, and balanced career and work environment.

HOW TO INTERVIEW AT YOUR BEST IN A MULTIGENERATIONAL ENVIRONMENT:

The key to having a successful interview with a hiring manager from another generation than your own comes down to dispelling negative stereotypes and understanding the value sets of your interviewer. You should never change your values to make someone else happy. However, you can speak more to those values shared by your interviewer and less to those not shared while remaining authentic.

Here is an example. If you’re a Baby Boomer and you find yourself in an interview with a Millennial hiring manager, you might not want to put a lot of emphasis on what a workaholic you are and how you stayed at your last job for 15 years. Why? Because Millennials value work/life balance and care more about diverse experiences and skillsets acquired across multiple organizations. Instead, you might dispel the stereotype that you’re about to retire by talking about all the things you still want to learn and experience during your career. You might put more emphasis on the diversity of your various past positions if those were with one company over 15 years, rather than your loyalty to that company itself.

Remember, no one generation or its associated value sets and generalizations are better, worse, right, or wrong compared to others. Just different. But if you want to make a good impression and become more likable during an interview and fit in with the company culture, you’ll want to be mindful of what your interviewer values and what stereotypes they may have in their mind about you.

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