Senior moments: The do’s and don’ts of interviewing for a job with someone ‘half my age’

Interviewing for a job with someone significantly younger than you? You may feel like the parent in the room but that doesn’t mean you should treat your younger interviewer like a child. It’s likely that the person you’re interviewing with has enough experience, knowledge and confidence to handle your occasional sneer or misguided question. But that doesn’t mean they have to accept it.

We’ve compiled a few do’s and don’ts when interviewing for a job with a potential supervisor who may have never used a telephone with a cord.

DO your homework: Young managers are usually employed by young companies so don’t diminish the company’s route to success. Too often, older workers show mild disdain for companies even as they seek to be hired by them. They discredit their online efforts, fret over their emphasis on social media and question their clients. While you may offer some strategic tips once hired, you’ll want to keep those eye rolls on the inside of your head for now. You should know as much as possible about a particular company. If you’re interviewing with a startup and are having trouble learning specifics about the company itself, study its industry and react accordingly.

DON’T condescend: As difficult as it may be to avoid coming off as skeptical or all-knowing, it’s important for older job seekers to keep their expert opinions in check. No one wants to be told — directly or indirectly — that their job candidates are surprised their potential boss is so young. The more you talk down to an interviewer, the less likely your chances of ever getting hired. While it’s one thing to subtly stress your potential value as a sounding board for ideas and strategies, it’s another to make the person conducting the job interview feel inferior in any way. Your goal is to make your interviewer comfortable. There are plenty of younger managers who value someone with experience on their staff. They just don’t want that someone to be a condescending know-it-all.

DO show enthusiasm: One of the bigger concerns that younger managers have with older employees is that they won’t be able to maintain the same level of energy as others on staff. And not just in physical terms. Managers want to know that their new hires are able to communicate well with others, maintain relationships in the office and have an engaging presence on social media. They want people who are active participants in the office so show some signs of life. You don’t need to come across as manic but you definitely need to show that you’ll be more than the guy at the desk in the corner, counting out the hours until his retirement.

DON’T talk about every job you’ve ever had: Keep your experience limited to your most recent jobs. Don’t go back any further than 10 or 15 years. While you may think your first job servicing accounts for Old Man Roberts was the absolute key to your confidence and future success, your new boss doesn’t want to hear about it. There’s a fine line between experience and nostalgia when it comes to presenting your work backstory. While it may seem interesting to you, your potential manager is much more interested in what you’ve accomplished in recent months. Remember, you’re getting hired to do a particular job. It’s a given that your experiences have contributed to who you are and how you work. No need to bring up the old stuff.