Age not only reason for being ‘overqualfied’
Have you ever been curious as to what employers are really looking for in candidates? It’s not uncommon for senior job candidates to experience angst when applying for jobs that match their profile and background only to hear they are “too overqualified” or lack the skills needed.
Being curious as to how employers think when searching for the right hire is a good idea because the mindset helps you think like a hiring decisionmaker. You unknowingly might be sending the wrong message in your resume or during interviews if you keep getting the same answer.
Moreover, learning how to manage an overqualified response is a step in the right direction for creating momentum in your search and guarding your attitude.
Most senior candidates immediately cite their age when they hear the overqualified response and in reality, employ- ers screen people for all kinds of reasons. Recently, a 38-year-old MBA candidate was told they were overqualified, not with experience, but with credentials when applying for a job that interested them.
Managing the overqualified response means you take into account the employer’s point of view and learn to be more effective in presenting your information such as addressing compensation concerns.
The greatest fear an employer has is making the wrong hiring decision and bringing someone on board starting at a higher compensation level that could affect the established team.
Over time, it’s easy to get caught up in the overqualified snare, and if you’re not careful, you could be applying for entrylevel positions that are mismatches for your background.
The “overqualified” explanation often is a catch phrase that can be true, but employers reference it when they per- ceive information from your background that may not fit the position such as: responsibility, compensation, education and experience at a senior level.
The images developed from your resume and interviews that often generate an overqualification response are perceived as possible boredom, unhappiness with a lower position or desire for a quick fix, only to leave for a better job in the near future.
Knowing the overqualified mentality could exist and is a factor in the hiring process helps increase your awareness and prepare in advance.
Here are some of the most notable changes in hiring that could help you in presenting your skills and experience in a different way:
Employers are looking for candidates who convey good problem-solving skills, regardless of age. Always back up your problem-solving abilities with evidence of how you solve problems.
Hiring » decision-makers are savvy about the use of key words; merely listing them is not good enough. Be pre- pared to talk about them in the interview.
Business operates on a global scale and candidates perceived as flexible in contributing individually as well as in a team within a diverse workplace are attractive.
Employers are concerned with how current skills match their needs versus relying on your skills from the past.
Employers listen for the here and now, how you fit in the work culture and your ability to communicate within a multigenerational workforce.
Technology skills matter, and staying current with the latest ones in your field helps you match the employer’s needs.
Overcoming the “overqualified” stigma means targeting employers with positions that match your background and putting them at ease by listening to their needs and communicating how you can hit the ground running contributing to their success. The greater you match the employer’s needs, the stronger the chance for a job offer.