“You are overqualified for this job”

“You are too big for this role” or “You are overqualified”

Candidates consistently rail against this kind of feedback.

Why do you receive this feedback?

The recruiter receives a brief from their client.  Their job is to fill the brief.  Their client is paying good money to find candidates that meet their client’s brief.

Finding perfect candidates is like playing “Goldilocks and the Three Bears.”

Candidates are either

• Too Big
• Too Small
• Just Right

Wrong geographical location or wrong working visa are among other key reasons a recruiter will focus their attention on other candidates. But back to being “Too big.”

Most candidates are very frustrated by the “you’re too big” scenario.  Often, the recruiter would love to put you in the mix for the shortlist, but clients and recruiters are apprehensive about your “flight risk.”

Flight risk is when someone takes a job that is a step down from their current role and is often paid less money. Candidates always promise how committed they are to this smaller role, then within six to twelve months, they are offered a bigger role for the money they are worth and take the job and, on the way out the door say, “I can’t knock back the extra cash.”

I can't think of a single employer interested in being your "stop gap" career move. Employers are extra sensitive to this scenario. Most have been burnt in the past, or they are scared to death of becoming a flight risk victim.

There is a broad range of potential considerations when hiring a bigger candidate than the job requires

• Blowing the budget – overqualified candidates often cost more to secure, which can lead to internal pay parity problems.
• Will they do the job as it stands? – Will an overqualified candidate be motivated to the job as it is, or will they want to craft more responsibility into the role than the employer needs?  Will they listen and take direction?
• How does the employer create further growth and learning opportunities for someone overqualified for the role? Will this potential new employee be bored rather quickly?
• Your career goals still need to be met. How will your career aspirations be met with a role that is a slower path that you are driving towards?

What to do about it as a candidate?

There are legitimate times when candidates are open to a “smaller role" because it fits their personal circumstances. I have met plenty of people who want to take a step back for a while because of a sick family member, less travel, or less time away from home.

Another classic reason why a candidate is looking for a “lesser role”  is because their partner is taking a significant step up in their career, and it is their turn to "play the tambourine." (Chris Rock’s comedy special explains how sometimes in your intimate relationship you are the lead singer, and sometimes you are the band member in your relationship playing the tambourine; one takes the lead, the other one takes a step back and plays the tambourine).

I also find many senior executives are more than happy to take a step back and do a role that doesn’t require the stress of people management; they are motivated by “going solo” again in a new role that provides them with the opportunity to add significant value, without the long hours and headaches of a management role.

There are plenty of legitimate reasons to take a step back. But you MUST communicate that motivation clearly.

The path of least resistance is to apply to roles that are “Just Right”, and you’ll have a far greater chance of success.

Take a look at our open jobs at the moment.

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