What it Means to be Overqualified for a Job

When a potential employee labels you as “overqualified for a job”, it sounds sad. It means you have the right skill-set and knowledge base yet the company can’t hire you. It is certainly a difficult position to be, and that phrase appears to be the new song of hiring companies.

What does it Mean to be “OVERQUALIFIED” for a Job?

According to the influential career consultant, Kirsty Bonner (of blessed memory), overqualification has different definitions based on the intent of use:

1. Your qualifications threaten existing management.
2. Employer thinks you won’t be willing to perform menial tasks.
3. You seem too old for the position.
4. They believe you may get bored in the role.
5. The company worries that it can’t meet your salary expectations.
6. You didn’t perform well in the interview, but they don’t want to tell you that.
7. They don’t see you as a good cultural fit.
8. Employer thinks you are taking the job to bridge a gap, and won’t hang around for long.
9. You are genuinely too qualified for a specific role.

According to her, “overqualified” is a sad euphemism used by many employers. But she acknowledges that “underqualified” also exists.

You might find it irritating that companies prefer throwing CVs in the bin to asking questions. They often lose the best candidates in the process. However, it shortens the time spent. To be fair, in a handful of cases, an overqualified but recruited person never sticks to the job for long.

Such an employee doesn’t carry out his duty sincerely. The organization can, therefore, not take advantage of his qualifications and experience. However, in this age of recession and unemployment, candidates rush for any opening, irrespective of whether it’s commensurate with their qualifications.

We have seen or heard of PhD holders and postgraduates taking up a clerk’s job. I have also seen “overqualified” people accepting and productively working in junior roles.

The “overqualified for a job” label is issued way too many times to job seekers. Oftentimes, it is given based on the employers’ assumptions and not facts. Each individual has his or her unique situation and circumstances. This factor also deserves not just attention but with considerations.