Why would any company turn down a candidate with an amazing resume and the ability to go above and beyond the job description? It happens all the time.

Many of my brightest and most talented career coaching clients have heard the dreaded, “Sorry, you’re overqualified.” Have you passed over a potential star employee due to fear that she was too experienced for the role?
————————————————————————————————————
Why Say No to an Experienced Candidate?
————————————————————————————————————
Hiring managers are right to hesitate before hiring “overqualified” candidates. The risks of hiring someone who is “too good” for the job include:

Wasting time (and money) on a job hopper: If a candidate is pursuing the position simply because they need a job right now, there’s a risk he will abandon you as soon as a better opportunity comes along. You don’t want to spend time and money recruiting and training someone — only to have him ditch you after a few weeks or months for a more challenging (and/or better paying) gig.

Dealing with attitude problems: Some overqualified candidates will turn their noses up at duties they consider “beneath” them. Others may feel bored or disengaged if they’re not challenged by the work — this can lead to all kinds of performance and attitude issues.

Protecting your own job: Many managers won’t admit this, but there is a real danger that an overqualified candidate is on a mission to take over and run the show. This can be a concern for more than your own selfish reasons (and honestly, who wants to re-enact All About Eve at the office). Productivity suffers when team members are more focused on politics than the work at hand. It’s also impossible to collaborate effectively with someone you don’t trust or who has an ulterior motive to make you look bad.
————————————————————————————————————
How to Interview “Overqualified” Candidates
————————————————————————————————————
On the other hand, many seemingly overqualified candidates have the potential to be star employees. The trick is to identify their motivations and goals through the interview process.

The following questions will help you determine if an overqualified candidate represents a risky proposition or a business opportunity:

1) Do you think you’re overqualified for this position? Why not?
Just put it out there if it’s a concern and listen carefully to the response. Does the candidate sound truly enthusiastic about the how she can contribute? Does she see ways that the position will engage and challenge her? Can you detect hints of distaste for the more mundane aspects of the role?

2) What are your long-term career goals?
Does this position fit into the candidate’s career plans? Will it help him learn and grow? Does he seem to view this position as a real opportunity or a short-term stepping stone? Does he seem overly concerned about being promoted quickly?

3) What specifically interests you about this company and position?
Listen carefully and probe if the candidate responds with generic interview patter. You want to hear that she would be able to do the work — and would actually enjoy it. You’re looking for convincing, specific reasons. You don’t want someone who’s desperate for any job, but someone who would be thrilled to be offered THIS job.

4) How do you feel about working late, making copies, sitting in a cubicle, reporting to someone with less experience than you have?
Ask about the potentially unattractive aspects of the position to see if you’re dealing with a prima donna or someone eager to roll up their sleeves and contribute.

5) Where else are you interviewing? What types of positions?
See what you can learn about the candidate’s job search. Is this position his #1 choice or one of many options? Does he seem more excited about other, more senior jobs or jobs in other areas/industries? You’re not likely to get a completely candid answer to this question, but you should be able to elicit some useful information about the candidate’s goals.
————————————————————————————————————
How to Engage “Overqualified” Employees
————————————————————————————————————
If you decide to hire that overqualified candidate, you may find yourself the happy manager of a star employee.

To effectively manage star employees, it’s important to understand what drives them and provide recognition and development opportunities accordingly.

Offer your “overqualified” employees openings to take on new responsibilities and stretch themselves. Yes, you should also provide raises and bonuses when they are earned, but often other job perks (autonomy, flexibility, meaningful work) are even more important to your most valuable team members.

In a job interview, it’s all about how you answer the questions, right? That’s only half the story. Most candidates would be surprised to learn how much non-verbal communication (body language, facial expressions, etc.) matters.

Some studies have shown that people form first impressions based 55% on body language and only 7% on actual verbal content. Actions really can speak louder than words. You start making a non-verbal impression from the moment you walk in the lobby door until the moment you leave. Some non-verbal mistakes can ruin your chances of a job offer — even if your answers to the interview questions are impressive.

PREPARING TO MAKE A GREAT IMPRESSION

Let’s start with the basics: Your first impression. Beauty is only skin deep, but you will make a visual impression within seconds of meeting your interviewer — before you get the opportunity to say a word. You can immediately turn an interviewer off if you look (or smell) unprofessional, slovenly, or nervous.

How You Look: Make sure that you are dressed properly from top to bottom. It’s not about looking beautiful, it’s about presenting a professional, confident persona.

How You Smell: This may sound obvious, but it’s essential to avoid making a bad olfactory first impression. Don’t walk into your job interview smelling like you’ve bathed in cologne or perfume, reeking of cigarette or cigar smoke, or emanating eau de locker room or dirty laundry hamper.

What You Bring: Don’t forget to bring a few hard copies of your resume (at least one for each of the people you’re scheduled to meet, plus an extra or two just in case). Bring your portfolio and work samples, if appropriate, and make sure that they are organized professionally. Be prepared for emergencies by adding the following to your job interview survival kit: gum or mints, tissues, safety pins, a mini-lint roller, and make-up for touch-ups (if you wear it).

WAITING IN THE LOBBY

Make a point of greeting the receptionist professionally before taking a seat to wait for your interviewer. Be polite, but not overly friendly. You never know who might be watching you while you wait, so don’t slouch in your chair and read Us Magazine or sing along to your iPod. Don’t take phone calls or obsessively check your Blackberry or iPhone as if you have better places to be. Sit down and wait patiently. Review your interview preparation notes or any company materials displayed in the lobby.

GREETING YOUR INTERVIEWER

Walk confidently to greet your interviewer, make eye contact, smile, and offer your hand. This is your only chance to make a first impression.

DURING THE INTERVIEW

Your Posture: When you take your seat, be sure to sit up straight and avoid slouching. You can lean forward a little to show your interest. The goal here is to appear natural, confident, and enthusiastic. Avoid any body language that could be construed as showing disinterest or desperation. Don’t lean back (you’ll look too relaxed or lethargic) or fidget (you’ll look nervous or immature) and don’t invade your interviewer’s personal space (you’ll look like a stalker).

Your Hands and Feet: Keep your feet on the floor and your hands positioned naturally. If you’re not sure what to do with your hands, keep them folded loosely in your lap or on the tabletop.

Eye Contact: Maintain eye contact in a natural way. Just don’t stare fixedly at your interviewer. That can seem creepy or robotic. Listen carefully and smile and nod as appropriate.

WRAPPING UP THE INTERVIEW

Once the interview is over, when you thank your interviewer politely for her time, shake her hand professionally and smile.

Then it’s time to walk confidently out the door, secure in the knowledge that you’ve made a winning non-verbal impression.

What exactly is a behavioral interview? It’s a job interview that focuses on questions about how the candidate has behaved in the past in specific work situations.

Most job interviews include at least some behavioral interview questions. By asking you about your past behavior, hiring managers try to get a sense of how you might respond in similar circumstances in the future.

Behavioral interview questions are probing questions about your background. How and when have you used the skills that they have deemed most important for the job in question? How have you responded to challenges similar to those you would likely face in the new role? Behavioral questions often ask you to get into very specific detail.

Behavioral Interview Questions: Examples

• Tell me about a time you took responsibility for a task outside of your job description.

• How have you previously used your analytic skills to determine a solution to a problem?

• Describe a challenging goal that you set and explain how it was achieved.

• Tell me about a time that you had to sell an idea to senior management.

• Describe a situation in which you had to work under pressure. How did you handle the stress?

• Have you ever had to work with a difficult manager or coworker? How did you respond?

• Tell me about a mistake that you made. How did you address it?

Getting Prepared for a Behavioral Interview

Before any job interview, you should take the time to practice responses to behavioral interview questions tied to the top themes in the job description. If a job description stresses qualities such as “organized” and “detail oriented,” you can bet that you will be asked about past experiences managing time, projects, and details. Likewise, if the job description is all about “people skills,” you’re sure to be quizzed about your approaches to managing people, handling conflicts, and working on a team.

To prepare for a behavioral interview, read the job description carefully and make a list of the top 5-8 qualifications and/or skills required. For each of these, brainstorm to come up with stories and examples that illustrate your strengths and accomplishments.

The PAR Approach to Behavioral Questions

Use the PAR approach in constructing these stories. P is for Problem. A is for Approach. R is for Resolution. Briefly describe the problem or situation, then talk about your approach to solving/addressing  it, and end with a description of the positive resolution.

Take the time to practice these stories with a friend or in the mirror. Get comfortable talking about your past behavior in a way that highlights your abilities. This is no time to be modest. If you’re shy, practice is even more important. With enough repetition, you’ll be able to sing your own praises in a natural way that won’t come across as bragging.

During the Behavioral Interview

If you do your homework, you’ll be ready when faced with a behavioral question during the interview. If you get a question that stumps you, it’s okay to pause and collect your thoughts. Ask for clarification if you’re not sure what the interviewer is looking for — or if you need another moment to think.

There is no one “right” answer to a behavioral interview question. The interviewer wants to learn more about you, your experience, and how you approach work. This will allow her to see if you’re a good match for the job opportunity.

A winning behavioral interview is one in which you are able to show a history of performance and results in the key responsibility areas for the job that you want. Just don’t forget to show a little of your personality, too. Employers want to hire the best person for the job, but they also want to hire someone that will be pleasant to work with. Your behavioral interview answers can help you give the interviewer a sense of what it would be like to work with you.

Over of Phone Interview Tips:

During the hiring process, many employers use phone interviews in order to screen a large applicant pool and determine who should be brought in for a face-to-face meeting. Phone interviews are also often used when interviewing candidates based in other cities, saving on the costs of having the applicant drive or fly into town to interview.

Phone interviews are becoming a common first step in the job interview process, so it is important that you do everything that you can to be prepared for one. In fact, when it comes to phone interviews, you may not receive any warning — a head hunter or hiring manager may simply call you in response to your resume to chat for a few minutes about your qualifications.

Therefore, your best bet is to always be prepared. The following phone interview tips should help you ace your next interview.

Phone Interview Tips – TIP 1: Preparing for a Phone Interview

In many ways, you should approach a phone interview in the same way that you would a face-to-face interview.

• Make a list of potential questions and prepare responses.
• Rehearse walking an interviewer through your resume and reviewing all of your previous jobs.
• Make a list of your top accomplishments
• Think about the best ways to present your strengths and weaknesses

Remember, getting prepared for a phone interview isn’t just about you; you also want to prepare your environment and eliminate distractions.

• Place your resume in an easy to reach location.
• Next to your resume, set out your  list of  accomplishments and any other notes that you have prepared.
• Turn off call waiting; you don’t want to be interrupted during the interview.
• Mute your computer and other electronics nearby
• To avoid dropped calls or static, use a land line rather than a cell phone.
• Keep a pen and paper ready so you can take notes.
• Close the door and lock it if there’s a danger of someone barging in.

If a recruiter or employer calls for a phone interview when you’re not prepared or will be unable to stay on the phone without interruption, consider asking to reschedule and suggest some alternate times.

Phone Interview Tips – TIP 2: Practice Interviewing

Many job searchers make the mistake of thinking that a phone interview is going to be easier than a face-to-face interview, so they don’t think they need to practice. The truth of the matter is that phone interviews can be tricky.

After all, you can be caught off guard just as easily on the phone as in person. Also, you won’t be able to see and respond to facial expressions and body language, which can feel awkward and throw you off.

This is why practicing the phone interview is helpful. The best way to practice is to role play with a close friend or family member. Remember to tape the interview so you can play it back later. Listening to the mock interview will allow you to hear where you need work and help you identify bad habits like “ums” and throat clearing.

Phone Interview Tips – TIP 3: During the Phone Interview

When the time comes for the actual phone interview, the following tips will help you sound more professional and increase your chances of getting called in for a face-to-face interview for the job.

• Avoid eating, chewing gum, and smoking. An occasional sip of water to prevent dry mouth is okay.
• Even though you are on the phone, you will still want to smile. Smiling will change the tone of your voice, which can mean the difference between a positive and a negative image.
• You may want to stand during the phone interview. A standing posture can help you feel more confident and strong, which interviewers will notice.
• Be friendly, but not overly familiar. Never use the interviewer’s first name unless they specifically ask you to.
• Allow the interviewer to finish speaking before you answer any questions; be careful not to interrupt them.
• Keep your answers short and to the point. Remember that you don’t have to answer right away, you can take a few seconds to get your thoughts together. Don’t nervously fill the silence.
• At the end of the phone call, remember to thank your interviewer. Now is also the time to politely ask if it would be possible to meet in person. Try to set a day and time for your face-to-face session.

Phone Interview Tips – TIP 4: Once the Phone Interview is Over

After you hang up,  grab your pen and paper and jot down a few notes.  Write down the questions that you were asked so you can use them to practice for your next phone interview or in-person interview.

You should also make note of how you answered the questions. Which questions did you nail? Which ones stumped you? Analyzing your performance will help you improve for next time.

Finally, you will  want to send a thank you note or email to the interviewer. A good thank you note will express gratitude for the interviewer’s time, communicate your enthusiasm about the job, and reiterate your strongest qualifications for the position.

After reviewing the tips above, you should be prepared to wow any recruiter or hiring manager during a phone manager. Good luck!