Outline:
As a professional resume writer and career advisor, Jessica Hernandez strives to clarify the recruitment procedure for the individuals she assists.
Her objective is to provide them with “all the small tips and techniques and insider information” that they typically don’t have the chance to encounter, she mentions.
A subject that she frequently encounters with her clients is being described as “overqualified.”
From the viewpoint of a job applicant, being overqualified usually refers to “having greater experience or higher standards or qualifications or certifications or academic degrees than what is needed for the position,” she explains.
Some reasons a job applicant might apply for a position that is above their qualifications, as mentioned by Hernandez, include seeking a career transition or aiming for a less demanding role.
Furthermore, numerous jobless individuals are open to accepting a “bridge” position merely to cover their expenses and avoid a break in their employment history, she mentions.
Nevertheless, when an employer or recruiter informs a candidate that they are overqualified, it typically serves as a gentle way of declining them, according to Hernandez.
It’s a method of expressing, “We believe you’ll”bored”here, or we don’t believe you are a good cultural match, or we assume you will depart when a better opportunity arises,” as stated by Hernandez.
Here are her top suggestions for ‘overqualified’ applicants on managing the job search.
Why businesses might steer clear of ‘overqualified’ applicants
Firms might hesitate to employ individuals who are overly qualified, as she explains, “it poses a risk for them.”
They are concerned, “If I employ this individual who appears to be overqualified, will they depart?” she states.
Firms might worry that candidates who are overly qualified could demand higher pay, or that they may not be content working for a supervisor with less experience.
‘Overqualified’ can also be “coded language for”age bias”against older workers,” Hernandez says. According to her, the “majority” of applicants who are informed they are overqualified are above the age of 50.
To be clear, she states, “it is entirely the company’s duty to recognize and remove any age discrimination in the recruitment process,” but “most individuals are not aware that it is occurring, so persuading companies to take proactive steps is a significant challenge.”
Numerous employees aged over 55 are seeking positions that might exceed their qualifications, as Hernandez points out, since “advancement is no longer a key concern for them.”
Their objectives have changed, and perhaps now they are striving for meaning or harmony orfulfillment, and not always for financial gain or career progression,” she says.
These unfavorable views from employers are the reason why it’s important for job applicants to “tackle the obvious issue,” as Hernandez mentioned.
Usually, employers don’t spontaneously mention ‘overqualified’ issues during an interview, she explains.
“Many job seekers have mentioned to me, ‘I didn’t realize I was overqualified until they had already turned me down,'” Hernandez says.
That’s why applicants should focus on “tackling that fear in advance” during the hiring process, she mentions.
How applicants who are considered ‘overqualified’ can adjust
Hernandez suggests that job applicants who feel they are overqualified for positions should be “very strategic” in highlighting their most recent andrelevant professional experience.
This may involve listing your last three positions at the beginning of your resume and placing older jobs in a “previous experience” section, she mentions.
If the position you are seeking does not necessitate a higher qualification, Hernandez recommends placing the education section of your resume at the bottom of the page.
For older workers worried about possible age discrimination, Hernandez suggests eliminating “age indicators” such as the year they graduated from college. This helps ensure applicants aren’t “putting thefocus on age, but rather on “relevance and value,” she states.
For job interviews, Hernandez provides a script that she claims has been effective for her clients.
A candidate might express it by saying, “You may be questioning why someone with over 20 years of experience and these credentials would be interested in this position. Well, here’s what makes this role significant for me at this moment,” Hernandez states.
Inquire about the particular reason behind your desire for a lower position: for instance, “I have held a VP role. Now I wish to become an individual contributor,” she mentions.
In conclusion, applicants should highlight how their expertise can advantage the organization: “I can apply the years of experience I have in X, Y, and Z to contribute to your company by…”
In general, “you need to ensure that you are taking ownership of your narrative,” Hernandez states.
“The offers will be given to candidates who can demonstrate their worth, illustrate the benefits for themselves, and connect those benefits to what the employer requires,” she states.
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