My Favorite Question

How Old Would You Be If You Didn’t Know How Old You Were?

This is truly my favorite question . . . . . but one I never ask without provocation.  (More in a moment!)

When we approach candidates about a search we are conducting, we don’t know their age.  (And we truly don’t care about their age.)  We find candidates through varying means including professional associations, industry associations, network connections, referrals and LinkedIn.  We reach out in multiple ways . . . . . LinkedIn is indeed a universal communicator . . . . . you can InMail anyone.  We also call people directly.  We e-mail people if we have a non-work e-mail address. 

People tell us their age.

We don’t ask (of course).  Candidates we approach often tell us their age.  If they don’t give a number, they often say that they only want to work another (2 to) 3 to 5 years.  Again, we don’t ask. 

There are two follow-up questions that we commonly do ask if people respond with their age or future work plans:

1.      If the job you next take is horrible, would you last 2 – 3years?  And if the job you next take is fantastic, would you leave it in 5 years?

People answer predictably.  No is the universal answer to the first part; yes is the universal answer to the second part. 

2.      How old would you be if you didn’t know how old you were? 

Years ago, there was a restaurant in downtown Minneapolis called Palomino.  At the end of your meal, they gave you Fortune Cards (NOT Fortune Cookies).  This question was in a card I opened.  The question did not have a source/name.  It is a question I will never forget and one I commonly ask people if they indeed responded with their age or work plans.  The usual response to the question is that people feel they are somewhere in the 40’s or 50’s.  My response is to keep talking about the opportunity we had called about. 

Age is about attitude and how you show up. 

We all know people who are in their 60’s and 70’s that are incredibly young.  And we all know people in their 40’s and 50’s who are incredibly old.  It isn’t about chronology – it’s about energy.  I see energy when I read resumes . . . . . interestingly, one clue (of many) on ‘youth’ is in the Continuing Education or Professional Development section.  My clients want people who are up-to-date in their field.  Taking industry or function-related seminars, webinars or courses to continue growing and developing is a sign of energy (and career commitment). 

Interestingly, I was at a breakfast discussion hosted by a dear friend on this very topic last week.  There were 18 people in attendance.  The average age – high-50’s/low-60’s.  I asked how many had taken a class (seminar, webinar, etc.) on AI.  Five hands went up.  Come on people – there should have been 18 hands raised! 

Does age discrimination exist? 

Yes. 

That said, my experience with my clients (small/medium employers in multiple industries along with varying non-profits) is that energy (and great experience/accomplishments) wins the day.  Age – our clients don’t seem to care. 

Let me ask again . . . . . How Old Would You Be If You Didn’t Know How Old You Were?

The way in which you answer and the actions you take to back up your answer is how you are perceived.