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Discriminated against for being over qualified?

Teresa

Over the last three months I’ve applied for 3 roles, been thanked for my application, but told they won’t be going any further as I am ‘overqualified for the role’. One was for a charity with whom I have a personal connection, the other two were small - but growing - companies who I felt I could really help. I am now wondering how many others there have been who agreed with but didn’t voice this opinion.

I made it clear - or thought I’d made it clear - that I wanted to work locally, that I understood the role’s requirements and salary, and that I wanted to feel I was making a difference rather than just being a small cog in a big machine, but no joy. I’m now feeling, to be honest, discriminated against big-time!

I don’t want to have to have long commutes for the foreseeable future - yes there’s the pay and associated benefits but my wellbeing and quality of life is worth more to me. Any ideas on how to sell ‘being overqualified’ as a benefit to the employer?

Thanks.  

  • in reply to Samantha
    Hi Samantha just to make a point about covering letters, we have been recruiting recently and specified that a covering letter was essential. I worked out that less that 5% of applicants bothered. It does make selection easier I suppose.
  • I have just been turned down by two organisations one public and one private for being both over qualified and over experienced.

    I am not having it!!!

    I have submitted both age and disability discrimination claims and awaiting my ACAS conciliatory meeting. The organisations were probably looking at alternatives to shortlisting/applicant selection, that is that they had hundreds of applications and applied the above to come to a manageable shortlist.

    It beggars belief in this day and age with high unemployment that the so-called recruitment specialists and HRBP's that they have never heard of applying essential and desirable criteria to their advertisement/JD process in order to facilitate decisions. So much for ensuring best practice processes in recruitment exercise.

    Apologies everyone I am steaming! I will keep you appraised of the next exciting instalment
  • in reply to Ruth Gibson
    PS - also requested a DSAR - with disappointing results - but is a starting point to understanding your position in the application/candidature in terms of protected characteristics. To add insult to injury, one organisation advised me that they will be sending both a transcript of the recorded interview and video - I was stunned as I had not given any approval for this.

    Does anyone know a good no win no fee lawyer??

  • You are overqualified can be shorthand for them thinking you are much more likely to leave for a better job sooner than someone less qualified and/or experienced.

    Years ago after I got my DPM and first started applying for HR roles I got turned down for being "overqualified" once by my own local council authority.

    I had a friend who worked there, and they later told me that the manager, didn't want anyone reporting to them who was better qualified/experience or older than them and  I'd also management, training, health and safety experience and qualifications.

    I'm hopeless at interviews, most of the jobs I've got have been obtained by getting my foot in the door long before the interviews by asking about the job, the company/workplace etc., etc., and getting to visit someone with a bit of authority. This gets over the later hurdle of being asked specific questions at an interview, some of which have no relevance to you possibly and often don't allow you to 'sell yourself', properly.

    Good luck

  • Firstly Teresa, I'm sorry to hear this experience and sadly you are not alone. I run a community which is stacked full of (independent) people professionals who regularly get this feedback. It's a sad state of affairs especially if it's coming from the HR function. We need to lead by example in our hiring and that explanation is just not satisfactory or aligned to anything that speaks well on the candidate experience.

    You've got some great replies. I'd echo.
    *Try not to get into the mindset of discrimination even if it's most likely unconscious or conscious bias that shouldn't be tolerated. The mindset will impact you more than the companies.

    *Do position yourself clearly as wanting the role for all the reasons you outline. Do this in the cover letter and the interview. I often specifically cover the potential objections proactively in the interview - you might think I've over qualified, I like to do X and Y to support or I'm keen to support, mentor and be part of a team and this role fits me perfectly or whatever is true for you.

    *Ask for feedback, always and, especially when it appears a little flaky or surface excuse for rejection. Companies need to appreciate that interviews are a two way street so the least they can do is give a better candidate experience when you've spent time with them.

    *Consider coaching. A few of my connections do coaching in this space and it's handy having a support whilst you navigate a choppy job market where many companies think they hold all the cards.

    Keep going. Something will land. Maybe consider the fractional world. They pay for experience and it's not considered a disadvantage or a threat or so much of a concern.