How self-interest affects your job search and why being overqualified may not be the winning ticket you think.
Innate freedom, a fundamental principle of humanity, is that everyone has the right to pursue their own interests, which is inherently suited to liberal democracy and capitalism. In other words, you and I are free within the constraints of the laws set by the politicians we voted for, believing that their interests align with ours.
We have the right to pursue our own interests as long as they do not interfere with the interests of others. Ideally, harmonious and smooth relations are established when self-interests support and complement each other. You also need to understand that if you want to respect your own interests, you must also respect the interests of others.
Let's apply this basic principle of human nature to the job market. Employers have a clear self-interest in operating and maintaining their businesses profitably, and job seekers have a clear self-interest in earning an income. The job seeker's self-interest often conflicts with the employer's interest, but since the employer creates jobs (salaries), self-interest prevails. Therefore, job seekers are constantly experiencing emotions.
please think about it. How often do we make life choices that are not driven by self-interest? Reflecting on this provides valuable insight into the role of self-interest in our decision-making processes and those of our employers. . Just as you choose what is in your best interest, your employer will choose what is in the best interest of their business.
Job seekers can point out all the perceived unfairness, or touchpoints, that are not in their best interest, that they can find throughout an employer's recruitment process, which is designed by the employer with the employer's business interests in mind. I prefer
A common complaint among job seekers is that they are not hired because they are “overqualified.” If we look at the recruitment process from the perspective of an employer's right to pursue its own self-interest, we can see that overqualifying candidates is not a bad thing. However, this is dangerous for several reasons.
You could risk getting bored and boarding the plane. Risk of disobedience. (Employers often don't want go-getters; they want someone they can trust to perform and get the job done without fussing over their own career advancement.) Change. , which can be a distraction. Acts as a know-it-all. One would expect to be paid more.
These are all legitimate concerns, although not absolutes. Additionally, when you apply for a job posting, you are participating in a contest. Considering all the tangible and intangible factors that go into a hiring decision, being more than qualified for a position does not necessarily mean being the best candidate.
Simply put, being labeled “overqualified” doesn't necessarily mean you're considered a threat to your boss's position or that you're too old. However, it will affect how the recruiter assesses whether you are a good fit for the role. Unfortunately, many job seekers perceive this evaluation as discriminatory.
Would you hire a five-star chef to flip burgers at your diner?
Exclusion is essential to any recruitment process. Therefore, discrimination is inevitable. When hundreds of applications are received for a position, employers have no choice but to look for reasons to eliminate candidates and narrow it down to a small number of candidates worthy of a phone or in-person interview. This is where the real “elimination of discrimination” begins.
As humans, hiring managers naturally focus on what they like and who is suitable for the job. Many recruiters, especially those at the executive level, evaluate candidates based on how they feel they will fit into the team or whether they like the candidate socially. Therefore, if you are likable, the interviewer will probably overlook your overqualification. Being liked is more important than skills or experience. Therefore, prioritize being liked over skills and experience.
When you go into an interview knowing that you're more than qualified for the job, it shows the employer is interested in hearing your career story and why you're interested in the job. Therefore, the elephant in the room needs to be addressed as soon as possible. Addressing interviewer concerns (e.g., age, commute time, overqualification, etc.) before they are brought up is rarely used as a wise job search strategy. When the interviewer expresses concerns, you become defensive. I want to be aggressive. Therefore, prepare a “don't worry” script that you can use after the pleasant talk. for example:
“Before we begin, if you don't mind, I'd like to address some questions you may have. [qualifications, experience]. I have X years of experience with him and have held more senior roles, but I am looking to downsize to focus on delivering the best work possible. [caring for an aging parent / spending time with my family]”
Addressing the interviewer's concerns openly is guaranteed to be highly valued by the interviewer. This proves that you have the emotional intelligence to understand and respect the employer's potential concerns and helps you build a positive relationship with the interviewer. Your chances of getting hired will increase.
Nick Kosovan, a seasoned veteran in the corporate world, offers advice on finding a job.
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