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Factoring some form of working task into the recruitment process has long been a way to assess a candidate’s suitability for a role. Along with being a chance for employers to see how their potential hire would approach aspects of the job, these ‘working interviews’ also enable the candidate to flex their skills, especially if they don’t thrive in the interview hotseat.
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But the experience of being seen as too qualified for her dream role left her questioning why a company would choose to freeze out a good worker – someone who was happy to work their way up from a lower role and keen to add value to the company. “I applied for the job because I truly believed I could offer a lot to that company,” she says. “It was my choice to go for it. Saying I was over-qualified took that choice away from me.”
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But the experience of being seen as too qualified for her dream role left her questioning why a company would choose to freeze out a good worker – someone who was happy to work their way up from a lower role and keen to add value to the company. “I applied for the job because I truly believed I could offer a lot to that company,” she says. “It was my choice to go for it. Saying I was over-qualified took that choice away from me.”
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Of course, some nimble employers may be able to harness these over-qualified workers. Greer-King says small companies in particular, less constrained by corporate structures and hierarchies, are more able to recruit over-qualified employees. “Start-ups are agile and have flexibility,” he says. “They can hire an overly skilled candidate and justify that with a job title and wage that suits their experience.”