Secret recipe.. or is it?

As a job candidate, have you ever been told that you have too much experience?

There is no such thing as too much experience however; there are still some employer’s who are providing this feedback following an interview.  They might not use those exact words however; it could go something like this: “We felt that although you definitely met the criteria and we really liked you,  this role is below your level of expertise”.

What that says to the person applying is this: “After taking the time to apply, prepare and research your company, you do not believe that I’m serious about wanting this job”.

The employer may be thinking:

  1. This candidate won’t be full-filled in their role and leave if a better offer comes along
  2. They could be a threat to my job
  3. We’ll need to increase their wages sooner than the average candidate

The employer is entitled to think and feel that way, but having not given the right person a chance is a darn shame.

The truth is, the candidate is  disappointed because they never had the opportunity to prove that they could be an asset to the company.  Their confidence has probably taken a knock at this point too, for what they believed was a “perfect match” for them.   The best advice I can give is, keep going and believe in yourself … the right opportunity will come a long.

What can the candidate do to change  this outcome?

Here are a few suggestions:

  • Clearly explain in your CV and/or application WHY you want the role including your reason for applying for a lower level position
  • Pace yourself and don’t be overly confident
  • If there’s an opportunity to pitch your position during the interview, do it
  • Thank them for their time and reiterate that you would be delighted to have the opportunity to join their company if successful

There are no guarantees with these suggestions, but they can only help.

Now back to the employer…. what they’re looking for is pretty clear within their person specification and guidelines but what they really need to take into consideration are these qualities and traits:

  • Positive attitude
  • Enthusiasm
  • Knowledge of the company and role
  • Previous core skills and experience
  • Will they fit into the company’s culture (This is very important)

I am a strong believer in corporate culture and finding the right fit for employer and employee.  The way to do this during an interview is to allow the candidate to openly “sell themselves” by asking the right questions.  Sorry to say that I do not believe in scoring sheets to interview people. Scoring should be reserved for games and this is not a game.. it’s your company’s future success and the candidate’s lively hood at stake.

Do you have a secret recipe for recruiting the right person?  I’d love to hear your techniques.

Thanks for reading,

Nancy

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