A significant number of job seekers have written asking for advice on dealing with the "over-qualified" problem. As the recession continues at its relentless pace, many job seekers are considering lower level positions as a means to regain employment and pay their bills. Sadly, they're finding that this is easier said than done.

Many job seekers go into the over-qualified situation not appreciating the gravity of the challenge. In my mind, it's just as hard as getting hired when you're under-qualified. I say this not to discourage you, rather to make sure you're giving the challenge the attention it deserves.

Here's a look at the four primary challenges you face when applying and interviewing for a job of this type:

1. Getting your resume read: A typical corporate recruiter will spend 3-5 seconds scanning a resume before putting it in the "no" or "maybe" pile. Imagine yourself as the recruiter, scanning hundreds of resumes per day. Wouldn't you be looking for easy reasons to eliminate resumes from the pile? Now imagine yourself coming across a three-page resume, with experiences dating back several decades. Wouldn't you quickly pass on that resume? If you're over-qualified, you want your resume to be tuned to the typical qualifications required for the position. Meaning, if they are looking for an accounts payable manager, there's no need to emphasize your 15 years of being a Controller. There's no rule that says you can't cut down your resume to one page, and not feature many old work experiences (trust me, few employers are interested in what you did in 1981). Your resume is a sales document, not a diary of all your work experiences. (Jobfox offers resume writing services if you need help in this area).
2. Overcoming the perceived flight risk: Once you proceed to the interview step, the key concern of the employer is whether you are a flight risk. Meaning, is this a "safety job" for you, with your true intent to bolt for greener horizons as soon as the economy rebounds? No company wants to shoulder the cost of your training and spin-up, only to have to spend additional dollars to recruit your replacement. My suggestion is to hit this issue head-on with the employer, rather than letting it be the elephant in the room. After all, convincing the employer that you're willing to stay might be the key determinant of whether you get the job. You might say something like "I realize my candidacy might appear a little unorthodox, but at this stage of my life I'm looking to be a strong individual contributor, without the hassles of managing people."
3. Overcoming the concern that you won't be challenged: If you get past the "flight risk" concern, next will be the employer's concern that you won't be challenged in the job. Employers intuitively know that very few people stay in boring jobs. Again, hit this issue head-on. You might explain the aspects of the job that are exciting to you, or those that will allow you to learn new skills. For example, you might say, "Yes, sales operations is an old hat to me, but I'm really excited that you use salesforce.com to manage your sales process. This would be a new skillset for me, and I've always wanted to sink my teeth into that product."
4. The manager intimidation factor: If the hiring manger is a relatively young manager, there's a chance he or she will be uncomfortable hiring a "peer". Having someone with your strong skills on his team might make him insecure that you'll be a "shadow manager," or worse, make a play for his job. I wish I could reassure you that this is the exception, but sadly very few managers are comfortable hiring people stronger than themselves. What can you do? My advice would be to position yourself as completely dedicated to his or her success. You might say something like "I'm a strong believer that the world needs leaders and followers, and both are equally important roles. At this stage of my career, I would prefer to be a committed follower, helping my manager achieve his or her goals."

I hope you find this advice helpful.

Rob McGoven is the CEO and founder of Jobfox. For the past 15 years he has helped people get ahead in their careers. Rob started Jobfox to help workers connect with employers in a whole new way. Prior to Jobfox, he was the founder and CEO of Careerbuilder. In his spare time, he wrote the book Bring Your "A" Game: The 10 Career Secrets of the High Achiever.

Last updated: January 2010