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, she says, is to teach them “all the little tips and strategies and behind-the-scenes stuff” that they don’t usually have access to.
She says one of the topics she frequently brings up with clients is being labeled as “overqualified.”
From a candidate’s perspective, overqualification typically means “having more experience, requirements, qualifications, certifications, or degrees than the basic requirements for the role,” she says.
According to Hernandez, there are several reasons why job seekers apply for jobs that they are more qualified for. This may be because you are looking to change industries or are looking for a less stressful position.
Additionally, many unemployed people are willing to take on “filler” jobs just to pay the bills and prevent gaps in their resumes, she says.
But when an employer or recruiter calls a candidate more than qualified, it’s often a soft rejection, Hernandez says.
According to Hernandez, it’s saying, “We think you’re going to get bored here, or we don’t think you fit in the right culture, or we think you’ll leave when something better comes along.”
Here are her top tips for “overqualified” candidates on how to navigate the job process.
Why companies avoid “overqualified” candidates
Companies may avoid hiring overqualified candidates because “it’s a risk to the company,” she says.
They worry, “If I hire this person who seems overqualified, they’re going to quit.” she says.
Companies may be concerned that overqualified candidates will be expected to earn higher salaries or be dissatisfied with working for less experienced managers.
Hernandez says “overqualification” can also become “a coded language for age bias” against older workers. In her experience, the “vast majority” of overqualified candidates are over 50.
To be clear, “it’s absolutely the responsibility of companies to identify and eliminate age bias in their hiring processes,” she says, but “most people don’t even realize it’s happening, so getting companies to proactively address this is a tough job.”
Hernandez says many “mature” workers over the age of 55 are seeking roles beyond what they are qualified for because “promotion is no longer a priority for them.”
“Their goals have changed, so maybe they’re now working for purpose, alignment, and fulfillment, not necessarily for money or career advancement,” she says.
This negative perception from employers is why it’s important for job seekers to “address the elephant in the room,” Hernandez said.
In most cases, she says, recruiters don’t naturally bring up concerns about “overqualification” in interviews.
“Job seekers often say, ‘I never heard that I was overqualified until I was already rejected,'” Hernandez says.
That’s why candidates need to prioritize “actively addressing that fear” in the work process, she says.
How “overqualified” applicants can adapt
Hernandez advises job seekers looking to apply for roles they think are a “really strategic” fit to focus on recent and relevant professional experience.
This could include listing your three most recent roles at the beginning of your resume, or listing your previous jobs in the “Previous Work 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.
Hernandez recommends that mature workers concerned about potential age discrimination remove “age indicators” such as college graduation dates. That way, she says, candidates will focus less on “age and more on relevance and value.”
During job interviews, Hernandez shares scripts that have worked for her clients.
Candidates can say things like: “You might be wondering why someone with over 20 years of experience and these qualifications would be interested in this role. Well, here’s why this role is important to me right now,” says Hernandez.
Follow up with specific reasons why you’re pursuing a lower-level role. For example, “I finished a VP-level role and now I want to be an individual contributor,” she says.
Finally, candidates should highlight how their skills will benefit the company. “I can bring years of experience doing X, Y, and Z to your company to make…”
Overall, “I want to make sure I own my story,” Hernandez says.
“Offers will go to candidates who can demonstrate their value and show what will work for them and how that ties in with the employer’s needs,” she says.
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