Handling Tough Questions at a Job Interview
By: Source: AARP.org Date Posted: 2006-06-20 13:12:11.319910-04:00
A job interview can be stressful, but if you’re prepared and have practiced responding to questions, you can master the art of making a good impression. There are books, articles, and websites, including this one, with predictable questions and suggested answers. Practice short, positive answers.
The first step is to learn all you can about the employer’s business. The organization’s website is usually a good place to start. You should also look at the business’s ads, signs, and literature, and check newspaper stories or magazine articles about the company. You can find this kind of information on the Internet or at a library.
Behavioral Interviewing
Many employers use a technique called “behavioral interviewing.” This involves asking job applicants to describe how they would respond to a specific situation or problem. This gives the interviewer a better picture of how your skills fit with the needs of the company. To prepare for this type of interview, you’ll need to know exactly what types of skills are required for the job, so that you can stress them in responding to the interviewer’s question.
Tough Questions
The tough questions usually fall into two categories – questions on your work history, skills, and general background, and questions that may be related to your age.
Your Work History, Skills, and Background
- “Tell me about yourself?”
Even if you have a very extensive work history, make your answer short and sweet. Stick to experiences and goals that relate to the specific job for which you’re applying. Generally, tie your answer into a professional attribute or two. The research you’ve done on the employer’s business should be helpful in focusing your answer.
- “Why did you leave your job?”
Be honest, professional, and positive. “My organization was forced to downsize” is an honest answer. Avoid negative statements about yourself, your work, or your ability to get along with others. Never criticize former employers or coworkers. “I was seeking career advancement,” or, “I wanted to pursue a new opportunity” might be a good response.
- “You haven’t worked for a long time. Are you sure you can handle this job?”
You may have gaps in your employment for many reasons. Speak confidently and positively about your experiences during the gap that would make you a good employee. For example, the skills involved in budgeting, organizing, and planning while raising a family might transfer to on-the-job skills. Volunteering might have required working with diverse groups and adjusting to flexible schedules.
- “Have you done this work before?”
If you’ve done your homework and researched the company thoroughly, you should go to your interview ready to link your skills to the abilities needed for the job. Give specific examples of your skills and achievements.
- “How is your health?”
The Americans with Disabilities Act allows a potential employer to ask you about your abilities to perform a job, but not about your disabilities. If you are asked this question, explain that you are able to perform tasks that the job requires. (If you have an obvious disability, the question is illegal at the pre-offer stage, according to the Americans with Disabilities Act. People who can be accommodated in the workplace have strong protections against employment discrimination.)
- “What are your salary requirements?”
Try to postpone responding to this question until a job offer has been made. Prepare by knowing the going rate in your area (see Salary Requirements in Preparing the Job Hunting Plan). If you don’t have the range and the interviewer persists, reply with, “What salary range are you working with?” The interviewer may very well tell you.
Age-Related Questions
- “How would you describe yourself?”
An employer may be concerned about you fitting in or coping with a hectic schedule. Many employers might think you aren’t flexible, can’t adapt to new technology, and would have difficulty learning new skills. Change their perceptions. Demonstrate a high energy level while stressing examples of your flexibility, technology skills, and willingness to learn and to take on new projects. Emphasize your positive, work-related attitudes.
- “Will you be comfortable working for someone younger?”
Some employers may be concerned that you might be reluctant to accept younger persons as managers and bosses. Stress that you like working with people of all ages. “When I get to the point where I can’t learn from someone younger or older, I’ll stop working.” Stress that your age and life experience are benefits, not disadvantages.
- “How old are you?”
Be positive, not negative and not defensive. “I think my age and experience are assets.” Stress your skills and abilities to get the job done. If you are 40 or more, you may be protected by the Age Discrimination in Employment Act (ADEA). If the interviewer asks this question and does not hire you, and you file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC), he/she will need to establish that you were not selected because you lacked the qualifications and not because of your age.
- “You seem overqualified. Why do you want this job?”
This could be a subtle form of age discrimination. It could also simply be an interviewer questioning your goals or challenging your commitment to the job. Interviewers might even be intimidated by your experience or uncomfortable supervising a mature worker. In this scenario, emphasize your unique attitudes, abilities, and interests that led you to apply for the job. Stress your skills, your enthusiasm for the job, and your eagerness for the opportunity to learn.
- “We don’t have many employees here who are your age. Would that bother you?”
Federal law bars employers from considering your age in employment decisions. However, it’s possible you’ll be asked age-related questions in an interview, perhaps out of the interviewer’s ignorance or to test your response.
Explain that you believe your age would be an asset. Emphasize that you are eager to learn, and it doesn’t matter who helps you. The age of the people you work with is irrelevant. Describe past experiences, whether in employment or other situations, where age diversity has been an asset.
Know your rights under the Age Discrimination in Employment Act (ADEA). Age stereotyping – attributing characteristics to people based on age – remains a serious problem in our society generally and in the workplace in particular.
It’s Your Turn to Ask Questions
You’ve researched the company, assessed your skills and experience, and you’re ready for the tough interview questions. There’s one more thing to prepare – some questions you want to ask in your interview. You can use your questions to show what you can contribute to the employer and to show the benefits of your experience.
Reentering the job market or changing jobs can be a creative and rewarding opportunity. You’ve most likely to succeed if you approach the job-search process positively and systematically. Starting a new job or even a new career at any age can provide you with great enjoyment and benefits.
AARP Resources
Order a free copy of “Job Hunting: Your Guide to Success,” available in English or Spanish. Click the checkbox next to the appropriate title. Then provide your name and mailing address, and click on “Send.” Please allow 2-4 weeks for delivery.
Job Hunting: Your Guide to Success (D18274)
El Buscar de Trabajo: Su guia al exito (D18248)
Additional Resources
www.eeoc.gov: The Equal Employment Opportunity Commission’s website has the text and regulations of the Age Discrimination in Employment Act, as well as information on litigation, enforcement procedures, and statistics on age discrimination charges and their resolution.
Behavioral Interviewing
www.quintcareers.com/behavioral_interviewing.html describes this interviewing technique, offers examples of questions you might be asked, and gives tips on how to prepare and perform well in this type of interview.
Employers/Employment Services
www.aarp.org/money/careers/findingajob/featuredemployers/info.html lists employers who are members of the AARP National Employment Team. These employers value and actively recruit workers 50+. AARP can’t guarantee they’ll offer you a job, but we’re assured mature workers are given fair consideration.
www.RetirementJobs.com is a resource that connects candidates over 50 with jobs and job hunting information.
www.aarp.org/scsep AARP Foundation WorkSearch provides direct services to mature adults seeking employment. The WorkSearch Assessment System provides a variety of career services at no cost to the individual. The Senior Community Service Employment Program (SCSEP), funded by the Department of Labor, offers job training and support services to low-income persons 55 and over. These services are available through the 72 SCSEP offices throughout the country.
www.experienceworks.org Experience Works is an organization that helps mature job seekers find temporary assignments, temporary-to-permanent positions, and direct placement.
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