Here's why this strategy works so well:
Younger folks have a mind like a sponge.
They learn quickly, and most hiring managers assume (rightly or wrongly) that a younger candidate can just learn anything the hiring manager already knows. Bottom line: They're great for solving problems the hiring manager already knows they have. They're usually less expensive too.
If you meet my criteria above, then you cannot compete with that.
Nor should you!
Why?
Because you know how to solve problems the hiring manager doesn't even realize he/she has. Expensive problems. Serious problems. Potentially, urgent problems that need to be resolved quickly. Problems that younger candidates are not aware of, and certainly don't have the expertise to fix.
If you can identify one or two such problems, and find an appropriate way to bring them up during your job interview, you've now successfully marginalized the "competition" -- and skyrocketed your perceived value.
This strategy works even better when you use it within the framework we teach you in Interview Success Formula.
In fact, we show you how to work this kind of knowledge into your pre-prepared answers for every interview question a hiring manager will ever ask you -- in a way that frames you as the prize.
How To Get An Unfair Advantage
This blog contains a simple strategy experienced job candidates can use to get an "unfair" advantage over younger candidates.
It's extremely effective, providing:
(a) you are talented at what you do; and
(b) you have at least two decades of experience getting results; and
(c) you know the job you're applying for like the back of your hand.
Alan Carniol
Alan is the creator of Interview Success Formula, a training program that has helped more than 80,000 job seekers to ace their interviews and land the jobs they deserve. Interviewers love asking curveball questions to weed out job seekers. But the truth is, most of these questions are asking about a few key areas. Learn more about how to outsmart tough interviewers by watching this video.