Taking a “Step-Down Job”

There are times in our lives that we do different things for different reasons: in parenting, relationships and in our work-lives. When you need a job; well, you need a job. Ironically, being overqualified for a position often makes it harder, not easier, to get hired. Employers worry over-qualified candidates will leave as soon as something better comes their way. True? Maybe, who knows? So what do you say? How do you respond when the job you want is slipping through your fingers?

The position you want may be a step-down from what you’ve done before and/or it pays substantially less than you’ve earned in the past. Be prepared with winning responses to the questions any employer will have. Keep in mind that if they don’t ask you the questions, they will be thinking them.

5 Winning Strategies for Getting the Job “They” Say You’re Overqualified for:

1. Life Style Shift – Life ebbs and flows. There are times in our lives when we want less responsibility. Not everyone desires to be the top dog. Thank goodness!
2. Get back to the basics and hands-on work – there may be skill gaps in our background that this position fills. What a great opportunity to go deeper.
3. Hmmmm, let’s see . . . a really qualified, competent employee verses someone without the experience? Stress that you are not title-driven but driven by delivering quality results that benefit your manager, team and company.
4. Consulting – Try before you buy means less risk for the employer. It gives the manager the opportunity to see your work. In sales, they call this the puppy dog sale. Who wants to give back a puppy – unless it’s just not a good match. (Be careful on this one. You should really go through a third party to cover your taxes and liability insurance. Many companies and consultants unfortunately take this lightly. Getting hurt on the job can cause grave issues. Partner with a third party who has your best interest at heart.)
5. Job fulfillment vs. Money/Title – There is a strong sense of accomplishment associated with doing and seeing a project/task through completion. Money is not the ONLY motivating factor.

BEWARE: Your Reasons Should not be Related to the Recession

Go out and convince that employer that you want the job, you’ll be great at it and you’ll stay? Don’t expect them to ask the tough questions. Be proactive and address them upfront. By saying, “If I were in your shoes I would be wondering why this person would be interested in this job. So allow me to share with you the challenges I understand this position to have, how I would address them, and how it will insert your strategy here . . . This combined with my experience and your guidance seems like a great match. What are your thoughts?”

When your new employer sees the great job you’re doing, I’m sure the next opportunity for more responsibility will be coming your way.

Good luck!

I want to thank those of you who have said that my blog has helped you. I really appreciate the feedback. It’s hard to know when you put something out there with the intent of helping if it really does. So keep the feedback coming. Also, if you’re on Twitter, check me out. http://twitter.com/KarenFrey. I try to pass along current helpful information that you may not come across.

If there are specific topics or questions regarding job search, interviewing, etc. please let me know and I’ll give it a shot. Please send an email through my website. I am just trying to slow the spam by not posting my email.

Thanks for coming back to my blog.

When Hiring Feels Wrong

Today I had coffee with a wonderful woman whom I've known for years. We passionately agreed on the fact that a recruiter should not be the first pass, interviewer/screener for the head of Talent Management or Senior HR positions. It's just not fair for either.

When you want a strategic, operations-focused executive, you don't have a line worker decide if someone is a candidate or not - no matter how competent they are. Unless that line-worker has met with the CEO and understands the needs, direction and breathe of the organization. And if they do, then please get them out of a line position.

How uncomfortable is it to be asked by someone who will report to you what are your money expectations?! That just feels wrong.

I don't want to offend my recruiter and HR friends. You have difficult jobs and this puts way too much pressure on an awkward situation.

In recruiting and HR, we have access to a lot of sensitive data including money. We learn what is appropriate to discuss and with whom. So speak up recruiters and HR. It's time to step up to the plate if you want what is in the best interest of the organization.

Next they'll have sales hiring the VP of Sales. . . because they are good at prospecting . . . .