> Part of it is that they no longer have practical interview skills, or even understand the current trends in recruiting and hiring. I'm in my 40s, and this is

> Part of it is that they no longer have practical interview skills, or even understand the current trends in recruiting and hiring. I'm in my 40s, and this is _precisely_ why I mentor peers to interview occasionally with other companies after a couple of years at their gig, even if they have no intention of leaving. It's not just keeping up with the technology, it's keeping up with the soft skills, the trends in recruiting, etc. What if they fit the gig they're interviewing for and get an offer? I could think of worse problems someone interested in keeping up and going through this exercise could have. And especially for hiring managers, occasional interviewing is even _more_ helpful for finding better, more efficient methods for interviewing in your own company. Or finding out your own process is better run. You might not want to do this in a small town where you're going to exhaust your options rapidly, but in major cities, if you're methodical about the roles and industries, it's an unbelievable wealth of information (and competitive analysis, to be fair).