What does ‘overqualified’ mean?

Several readers report being told that they’re “overqualified” for jobs. Some wonder if that’s code for “too old”; others are frustrated because they don’t know how to look less capable than they are.

Of all the ways to not get hired, this is perhaps the most aggravating.

The irony is that job-seekers spend countless hours practicing success stories to tell interviewers and finding other ways to impress potential employers. To hear that they may have oversold the product is more than disappointing.

Over the years, I’ve developed several thoughts on this issue, not all of them popular with job-seekers.

1. Yes, maybe it is age discrimination. It is absolutely possible that this employer thought you were too old to do the job properly. If so, shame on the employer. But maybe shame on you, too.

AMY LINDGREN

WORKING STRATEGIES

How did the employer get an idea of your age, anyway? If it was from your résumé, perhaps you can do a better job of presenting your marketable skills without giving so much away.

If it was from an application you completed in hopes of getting an interview, please remember that applications are not a friend to older job-seekers; there are almost always better ways to connect with employers.

If the employer met you and decided you were too old, it may be time to review your look and demeanor. Can you freshen your appearance in any way?

All that said, it really might have been age bias, in which case the pragmatic thing would be to drop it and move forward. Once in a very, very, very great while you might have a case that’s worth filing, but even then you have to decide if that’s how you want to spend your time and resources.

2. Maybe the employer had legitimate concerns that you didn’t address. Think this over: If you were the interviewer and the candidate was 10 or 20 years older than most people in the job, wouldn’t you have some questions? If it were a very physical job, you might wonder whether the older worker could keep up. If it were very technical, you might question whether he or she was up to date.

The list could go on, but the point is the same, and so is your strategy. You need to assess the issues an employer might have, then systematically answer those concerns in every possible way.

But do not assume the interviewer will ask you directly about those concerns. Many interviewers would rather pass up a potential worker than risk asking age-related questions in the wrong way.

3. Maybe the employer wasn’t convinced you wanted this job. If it pays less than your previous positions or offers less responsibility, the interviewer may assume you are just planning to take it until something better comes along.

Are you?

As difficult as it is, you need to stop going for jobs you don’t really want. Or else, you need to convince yourself — and the interviewers — that you really want the jobs you are going for. Any other approach will not work.

4. Maybe the employer really doesn’t want your extra skills and experience. Many managers have supervised workers who could do the job in their sleep, and most would not choose to repeat that experiment.

Consider this: If the boss has a career ladder in mind, it’s possible you could present yourself as a person willing to start low in order to advance.

But if there is no advancement planned for this position, you will need to tell a convincing story about why this is the right job for you. And, again, you’ll need to be sure that it is.

So far, the emphasis in these strategies has been on defending your job-search goal and convincing the employer that you can do the work and that you intend to stay. But there’s something missing: a positive, proactive spin.

What will you do for the employer? Why are you excited about this company? What do you hope to learn here?

Employers want to hire people who are excited to learn and contribute. If you wonder why youth can be appealing, remember that it’s more fun to supervise someone who is growing in the job than someone who feels the job is a compromise. Which message are you sending?

With some strategy and practice, you can sell the employer the best of both worlds: the benefits of your experience and the enthusiasm of a newer worker.

— Amy Lindgren owns Prototype Career Service, a career consulting firm in St. Paul, Minn. She can be reached at alindgren@prototypecareerservice.com or at 1071 W. Seventh St., St. Paul, MN 55102.