What do you mean I'm overqualified?

We are presently experiencing the highest level of unemployment since 1993 with millions of people vying for few job openings. What occurs is many individuals with qualifications far exceeding the minimum posted job requirements are applying for any position being listed. Should these applicants be screened out as possible employees because of their excessive qualifications or should we take advantage of this windfall and stuff them into the position?

As the applicant, I say "Heck, yes." As the manager who must supervise this person and those associated with them, I say "I'm not so sure."

When the applicant has education or experience that exceeds the job requirement, will they remain with the company when employment opportunities arise in the future, will they be disruptive to supervisor's junior in age and experience, and will it require a greater commitment of time to retrain to your company's requirements?

These concerns must be taken into consideration and weighed against the potential value of fresh ideas, experience and education the person may bring to the company as an asset.

Over, under, perfectly or marginally qualified will depend on the person(s) screening applications for open positions. I can imagine the outcry by human resources persons now stating that they have job qualifications they utilize.

Yes they may, but the fact is, anyone who has been involved in the process knows these descriptions are often interpreted by the screening person.

We must recognize the applicant's motivation for applying for positions they are qualified or overqualified for is the need to survive and provide shelter, food and clothing for themselves and their family. Do we take any job just to have a paycheck coming in or do we wait until a position is available that more closely matches our resume? Most people will take anything available to survive for as long as possible.

The copious variables in this dilemma would require years writing about the what-ifs and come no closer to a list of rules or recommendations that would satisfy each situation. Consistency in hiring procedures will provide the most reliable method for ensuring correct selection of individuals for a given position.

Ordinarily applicants present themselves in their maximum splendor in regards to education and experience to obtain a position, but in today's recession how many feel pressure to downplay their level of expertise?

With the fierce competition for positions available in the job market, presently individuals may trim or downplay those skills which made them valuable employees recently.

My solution to the problem would be for human resources to put maximum qualifications for open positions being posted, this would reduce stress and depression in the involved parties lives, and the applicant and screener would know those exceeding maximum qualification should not apply.

For example a warehouseman's job should say "Maximum qualifications AA degree, less than 10 years experience and no management experience."

With that wording, those with bachelor's degrees and senior management experience would not apply or become depressed wondering why they were not chosen for the position.

The big question remains, do you hire someone who appears to be overqualified or eliminate them as potential employees because of their educations and experience? Each person responsible for hiring must make their own decision.

I caution you to be fair to the applicants, current employees and managers. Hire well and prosper.