As an executive resume writer and career coach, Jessica Hernandez aims to demystify the hiring process for the job seekers she works with.
Her mission is to equip them with “all of the little tips and strategies and behind-the-scenes things” that they don’t usually get to access, she says.
One topic that she says comes up frequently with her clients is being labeled ‘overqualified.’
From a candidate’s perspective, overqualified typically means “that you have more experience or more requirements or credentials or certifications or degrees than what the basic requirements are for the role,” she says.
There are a few reasons a job seeker might apply to a role they’re overqualified for: they could be trying to change industries or looking for a lower-stress role, according to Hernandez.
Additionally, many unemployed workers are willing to take a “bridge” job just to pay their bills and prevent a resume gap, she says.
However, when an employer or recruiter calls a candidate overqualified, it’s often a soft rejection, Hernandez says.
It’s a way to say, “We think you’ll be bored here, or we don’t think you’re the right culture fit, or we think you’ll leave when something better comes along,” according to Hernandez.
Here are her best tips for ‘overqualified’ candidates on how to navigate the job process.
Why companies may avoid ‘overqualified’ candidates
Companies may shy away from hiring overqualified candidates because “it’s a risk for them,” she says.
They worry, “If I hire this person who is seemingly overqualified, are they going to leave?” she says.
Companies may be concerned that overqualified candidates will have steeper salary expectations, or that they won’t be happy working under a less-experienced boss.
‘Overqualified’ can also be “coded language for age bias” against older workers, Hernandez says. In her experience, the “majority” of candidates who are told they’re overqualified are over the age of 50.
To be clear, she says, “it is absolutely the company’s responsibility to identify and eliminate any age bias in the hiring process,” but “most people are unaware it’s even happening, so getting companies to proactively address this is a massive undertaking.”
Many “mature” workers over 55 are looking for roles they may be overqualified for because “upward mobility is no longer a priority for them,” Hernandez says.
“Their goals have shifted, and so maybe now they’re working for purpose or alignment or fulfillment, and not necessarily for money and career advancement,” she says.
These negative perceptions from hirers are why it’s crucial that job seekers “address the elephant in the room,” according to Hernandez.
Most of the time, hirers won’t organically bring up ‘overqualified’ concerns in an interview, she says.
“A lot of times job seekers will tell me, ‘Well, I didn’t hear I was overqualified until they were already rejecting me,'” Hernandez says.
That’s why candidates need to prioritize “addressing that fear proactively” in the job process, she says.
How ‘overqualified’ applicants can adapt
Hernandez advises job seekers who are applying to roles they believe they’re overqualified for to be “really strategic” about putting the focus on their most recent and relevant professional experience.
That could include listing your last three roles at the top of your resume and putting earlier jobs in a “previous experience” section, she says.
If the job you’re applying for doesn’t require an advanced degree, Hernandez suggests moving the education section of your resume to the bottom of the page.
For mature workers concerned about potential ageism, Hernandez recommends removing “age signals” like their college graduation date. That way, candidates aren’t “putting the focus on age,” but instead on “relevance and value,” she says.
For job interviews, Hernandez shares a script that she says has worked for her clients.
A candidate could say something like, “You might be wondering why someone with 20-plus years of experience and these qualifications would be interested in this role. Well, here’s why this role is important to me right now,” Hernandez says.
Follow up with the specific reason you’re aiming for a lower-level role: for example, “I’ve done the VP-level role. Now I want to be an individual contributor,” she says.
Finally, candidates should emphasize how their skills would benefit the company: “I can take those years of experience doing X, Y and Z and bring it to your company to do…”
Overall, “you want to make sure that you’re owning your story,” Hernandez says.
“The offers are going to go to the candidates that can show their value, can show what’s in it for them and how that ties back to what the needs of the employer are,” she says.
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