‘Overqualified’ candidates are often underappreciated

She seemed worn down, mentally tired and defeated with an underlying current of frustration in her voice. After years of high-level responsibility and stressful positions, she was certainly geared up to continue to contribute to the workforce, but not be in charge, so she revamped her resumé and began sending it out.

But why wasn’t anybody following up with her to grant an interview, despite her having sent resumes for several months? If the pool of qualified capable employees was so small, why in the world wasn’t anybody taking notice of her?

After years of supplying backroom computer programming and support, he found himself outsourced and unemployed. Now close to 60 years old, he was frankly ready to do something else so the news was not all bad. He had been a model employee, and thought a new challenge would be refreshing.

That was several years ago, yet today he is still looking, and is now beginning to feel overwhelmed by the constant rejection.

These are merely two scenarios I have heard of since my recent column addressing a regional shortage of capable employees. And it got me thinking, as employers, we tend to reject overqualified applicants time and time again.

But, how truly smart is that?

There is a group of potential employees out there that many of us may be rejecting, for all the wrong reasons:

“ The over-50 crowd, highly qualified people in the stage of life where they do not need to make that “big salary” anymore;

“ Individuals who have already held powerful and responsible positions and are ready to step back and hand the reins to their successors;

“ People with about 15 years left in the workforce who are looking for something new;

“ Recent retirees who are looking for career number two.

When I look ahead to retiring from the Better Business Bureau, it is with eyes on my next passion, something with less pressure, more freedom and simply different. It will be a time when I want to let the next generation take over. So, the question is, would you even consider hiring someone like me for an entry-level position or a less responsible job after having reviewed my resumé? Sadly, the answer is — probably not.

The BBB has a plant service that handles our greenery in the office. Sandy is our gifted plant caretaker. She comes in each week with a smile and a watering can.

I have never seen anyone love a job like she does. Sandy is efficient, personable and a joy. Her employer took a chance on her, as she is one of those overqualified seekers who had left a high-pressure job with government to care for plants in offices.

Sandy told me it took some explaining to her current employer that she was ready for this, and willing to do it. What a find!

How many “Sandy-type” resumes have you tossed aside because you thought the person too qualified for the position? I have lost count in our office.

The time it takes to interview unqualified or totally unusable applicants is huge, but from recent responses to my past column, it sounds like we employers need to take some extra time to speak more candidly with applicants we may be interested in but think bring too much to our table.

If you are one of those over-qualified, highly compensated folks looking for a new challenge, but nobody calls, what can you do to make sure a prospective employer understands that you do not need the compensation they assume you received in the past, and that you are sincerely ready to take on less responsibility?

“ Make it clear right from the start in your cover letter that you are looking for a change, and be specific;

“ If you think it necessary, send a “pre” e-mail or letter warning the employer not to be afraid when they see your resumé;

“ Review your resume, and back off on weighing it down with a chain of achievements. Keep only the best examples, and be honest;

“ Screen out the high-dollar wage talk as a roadblock, and address that concern in the cover letter if it applies.

However, realize that you still need to impress in your interview. Many employers tend to hire attitude and teach skill. If you have been used to running the show, you need to be sure you show them in the interview that you are not going to come in with a “my way or the highway” attitude. You want to convey yourself as a team player, not the coach.

But what if you’ve spent 20 years as a heavy equipment operator and now you want to be a barista? What could you possibly say to convince your targeted employer that you are excited and capable to move into such a change?

Use the personal touch. Don’t be afraid to stop in or call the place you are interested in. While some companies may find this annoying and brush you off, you just never know when a personal visit may be all it takes.

The pool of potential employees has some great swimmers in it, as long as we who hire and interview look past only the resume and focus on the goal of the individual behind it.

Thanks to all who responded to my past column, for I think we just may have learned something valuable.