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Overqualified is a garbage term and we should stop using it.
It could mean a lot of different things. e.g. We think you’d be unhappy in the role. You’re too expensive. There’s little growth. etc.
All of which you could address head on with an actual conversation with the candidate. Verify that your assessment is true. (Crazy thought: you might be wrong!)
Here’s where the real problem comes in:
👉Overqualified can also mean “you’re too old.”
Ah yes. The elephant in the room. Ageism is a special kind of discrimination. It’s the one literally everyone will have to deal with some day. (Ironically, only if you’re lucky. It beats the alternative…)
And it’s also the one people feel most comfortable leaning into.
The bias comes from the notion that hiring younger, cheaper talent and training them is the best way to retain a team long term.
Fun fact: did you know the opposite is true?
I’ll give everyone the benefit of the doubt. Even if you’re not discriminating, stop using it anyway. Without further elaboration or a conversation with the candidate, it still sounds like ageism to them.
And if we’re being honest, we all know how bad most companies are at giving feedback and having uncomfortable conversations. That’s another rant for another day.
Partner at Hirewell. #3 Ranked Sarcastic Commenter on LinkedIn.
In this episode of The Balancing Act, host Sarah Sheridan interviews Kate Dohaney, the global CEO of Orb Group and mom to two. Kate shares her unique path from performing artist to executive leader, detailing her transition through the music industry, advertising, and major roles at The Wall Street Journal and NewsCorp. She emphasizes the importance of resilience, being data-driven, and the power of surrounding oneself with the right people. Kate also discusses the challenges and rewards of balancing a high-powered career with motherhood, offering motivating insights for aspiring female leaders. Tune in for an inspiring conversation about career evolution, leadership, and family.
Episode 4