Is Being “Overqualified” Age Discrimination?
I applied for a role as a salesperson.
No formal qualification requirements were stated for the position. The employer initially replied that other applications had more suitable qualifications and experience for the position. I enquired as to what those qualifications were. The recruiter then did a back flip and answered that this was a junior level position and that I was overqualified due to having experience above and beyond the level required.
Does this sound like age discrimination to anyone?
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2 Responses to Is Being “Overqualified” Age Discrimination?
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Absolutely!!!
This issue of being overqualified in reality does not exist. It is a conditional argument based on whether the candidate being qualified for a job or not. It’s that simple. You might possess more KSAs (knowledge, skills, and abilities) than what the job requires, but you are still qualified to perform the duties and responsibilities.
Also keep in mind that with the passage of the ADA (Americans with Disabilities Act) in 1991, Title I set the stage for granting reasonable accommodations based upon the essential functions of a job. Essential functions are those duties, responsibilities, and physical demands that every “qualified” candidate has to be able to perform with or without accommodation. This supports this argument that an individual cannot be considered overqualified.
Unfortunately, HR practitioners are usually the root cause of this errant and misguided belief. Studies have shown repeatedly that older workers are equally, if not more productive, have better working habits, and will not likely jump ship after a year or so.
If that recruiter worked for me, he’d be fired. His actions support the contention that labeling someone as overqualified is a means of eliminating them from further consideration because of age through the direct link with years of experience.
It could be, but you’d have a hard time proving it. I think it has to do more with pay. Entry-level jobs don’t pay much and your salary history may have paid far beyond anything they could pay. They might also consider you a flight risk should something better come along.
Describe for them how your unique set of skills would a benefit to the company, not a detriment. If you’re willing to make a career adjustment between a layoff and retirement, state that, too. Let them know you’re willing to work for the salary the position pays.