My son Evan's band, The EGB, opened last weekend for Eddie Money. Evan has opened for many names that are pretty recognizable, but I had to admit that when he called to say there were tickets at the Box Office for me, I didn't know who Eddie Money was. That would never stop me from an opportunity to see The EGB, however, so off I went with my husband Don. Naturally (and with not a shred of maternal prejudice here), the EGB was fantastic. And, the audience was so enthusiastic after their set, we decided to stay for the Eddie Money part.

The Eddie Money band came on stage, got their music going, and started to whip up the audience. It was fun. There was real energy in the air — until Eddie came on stage. He was practically sauntering.

I turned to Don and said, "You know, he looks a little tired — like he's done this a few times too many." And even though he sang his signature song and the crowd went semi-wild, I definitely thought that I was NOT given "Two Tickets to Paradise."

On the Job — On the Stage

Since last weekend, I've been thinking quite a bit about the show and both acts. And it seems to me that there's a real connection between what I saw on the stage and the hiring process.

What I realized is that many hiring managers who are reticent to interview mature candidates are not necessarily discriminating on the basis of age, but are instead concerned that an older candidate won't bring the requisite energy to their job. I have to admit, I have interviewed some "mature" candidates myself who, like Mr. Money, practically sauntered into the interview!

The point is, no hiring manager wants to see a low level of energy… no matter what the age of the candidate. We all want to interview someone who is enthusiastic and has a high level of energy because we assume that's how they'll tackle their job!

With that in mind, and especially when you are speaking with a more mature candidate, here are TWO important components to look for when hiring:

1. It's Not About the Age — It's About the Energy

You can bet the energy level of a Rolling Stones concert is a lot different than what Eddie Money had to offer. And, even though the Stones are equally "ancient," they're still jumping around the stage, creating an electrifying atmosphere for themselves and their audience.

Likewise, in the interview, watch for how lively and enthusiastic your candidate is — watch for their energy level.

For example, do they have a firm and enthusiastic handshake? Are they leaning forward in their chair in anticipation of your next question? Is their tone of voice energetic and upbeat? Do they reveal information in their answers that give you an idea of energy level, such as working extra effort on a project, enthusiasm for lots of travel, deep involvement in a community cause or hobby (my fifty- something hairdresser still plays soccer in a league!), etc. These are all things that can (and do) fatigue lots of people, and your candidate's involvement in them is a window into their energy level.

2. That Was Then — This Is Now

A candidate who has had a long career has, theoretically, more accomplishments. While you review these accomplishments during the interview, be wary if your candidate waxes a bit too nostalgic about the "good old days." This could be a sign that you are speaking to someone who may be resting on his laurels and living in the past.

Past successes aside, you need a candidate who is looking forward to making new, fresh contributions to your organization. If you feel uncomfortable about the "good old days" part of the interview, you probably have the wrong guy/gal. Go on to your next candidate.

Let's face it, as we get older, things do slow down a bit. What's important, however, is the degree to which we let it happen. When hiring, look for employees who have maintained their edge no matter what their age.

Sadly for some, time is the enemy. For others, as Mick and the boys might say, "Time is on their side (yes it is)."