Getting under the dilemma of overqualification
The concept of being “overqualified” is intriguing. Job seekers who are desperate to find employment rarely agree with this assessment when they are denied a job. If you’ve ever been included in the “overqualified” category, you’re not alone. In fact, you join the ranks of a growing pool of candidates who have a combination of experience, credentials, and/or education that will make you stick out like a sore thumb in the position you’re applying for.
But who?
Hiring managers and supervisors are like middlemen: they try to put the right person in the right position. Your decision-making process is based on a myriad of factors, such as your employment history, skill set, educational background, and personality. They are then compared to job responsibilities and duties that they consider “requirements” for success in the position.
They are usually wrong.
From the perspective of a company’s clientele, employers could never hire someone who is “overqualified” to meet their needs. In contrast, the employee who is underqualified is often the one that sticks out like a sore thumb, causing us to shake our heads and wonder “how they Get the job?”
Not all employers shy away from so-called overqualified employees. The downturn in the economy has created an excessive saturation of qualified employees in the marketplace that allows employers to make a solid selection.
Sixty-four percent of workers who were laid off in the last 12 months said they applied for positions that were below the level of work they had previously held, according to a survey by Career Builder.
In a buyer’s market, the employer has enormous influence and sellers (potential employees) must make concessions. It’s that easy. For some it will include lowering salary expectations, for others it may mean acquiring new skills and transitioning into new roles.
If you think you’re overqualified for the job you’re looking for, address that concern in your cover letter when submitting your resume. The key is to allay the employer’s concerns that you may not be “challenged” (ie, bored) on the job. The key is to communicate awareness of your potential “overqualified” status as an asset, not a liability.
When that fails, lie. Well not exactly; just become more wary of the truth. Delete parts of your history that present you as an overqualified candidate. Temp agencies do it all the time. Improving resumes (making candidates appear more qualified than they really are) and simplifying resumes (making candidates’ qualifications more compatible with a position by removing superfluous information that makes you appear overqualified) is standard business practice.
Once you demonstrate your understanding of what the position entails, your sole responsibility is to articulate how the value of your experience will translate into success in the position. Doing so will solve the dilemma of being overqualified and allow you to return to work.