THE OPINIONS EXPRESSED IN THIS ARTICLE ARE SOLELY THOSE OF THE AUTHOR.

I do not engage in sports betting. I don’t understand it. But I do know that there is something called “the over and under” when it comes to the industry. I also know that people think there is such a thing as being “over” or “under” qualified for a job.

First, if an employer tells you that you are one or the other they are being polite. What they want to say is, “Learn how to read!” And, sorry to tell you this, but they are right, and you are wrong. There is no such thing as being “over” or “under” qualified for a job. Either you are qualified or you are not. Period. End of discussion. But not the end of the this article.

Believe me, I understand being desperate. But as the saying goes, “Never let them see you sweat.” Why? Because that gives “them” the advantage. They know you are desperate and so they can offer you less than the value you will bring them, to the employer. That is why confidence is so important in conducting an effective job search.

If an entry-level position requires a minimum of five years’ experience, the employer is a fool. Don’t work for fools. Or, perhaps, the employer wants to collect resumes and is not serious about hiring anyone. Don’t work for employers who are not serious.

Hopefully, those are the minority. Let’s be optimistic and proceed under that assumption. So now the question is, how should one read a job description? Specifically, the “responsibilities” and the “qualifications.” They are different.

The “responsibilities” might appear to be irrelevant to the present discussion, but they are not. Someone may meet all of the “qualifications” but, for whatever reason, they have never actually done the work, as listed under “responsibilities.”

It is safe to assume that the “responsibilities” are listed in order of importance. If the applicant has not successfully performed the first few “responsibilities,” they are not qualified for the job. The employer will know based on the accomplishments appearing on their resume. Regardless, the employer may think that they, nevertheless, have potential, and may invite them for an interview to confirm their assumption. In other words, they are giving the candidate a chance. Of course, that assumes they meet the “qualifications” for consideration.

There are two types of “qualifications.” required and preferred. They mean exactly what they say. If a candidate does not meet the required qualifications, they should not apply for the job. It is not that they are “underqualified,” they are not; they are UNqualified. As with the “responsibilities,” it is logical to assume that the “qualifications” are listed in order of importance. A well-written job description will clearly state which are “preferred.” Those that are not “preferred” are required. Again, a well-written job description will clearly differentiate between them.

The simplest examples are legal status and location. If the job description states that applicants must be authorized to work in the United States, and a candidate requires a visa, employers are not required to offer sponsorships. And if applicants must be local, but in the opinion of the employer the applicant does not live within a responsible commuting distance, they will not be considered.

Of course, there are issues which may not be mentioned in a job description. If a cover letter is required and what is submitted is long and rambling, the applicant will be rejected. Most importantly, no employer is going to waste their time on an applicant who can’t hold down a job. The claim that having had multiple employers makes an applicant a better employee because of their experience in various industries and environments is bogus. If, and I have seen it, an applicant has never had a job for more than two years, they have a very large hurdle to overcome. Everyone, or at least most people, have had a couple of jobs that did not work out. But if the applicant has only had a couple of jobs that did work out, their job search expectations should be very low. (Needless to say, the number of short-term jobs is in direct proportion to the applicant’s employment history. Three short-term jobs during a five-year work history is a red flag, over 20 years means nothing.)

The Over and Under of Being Qualified for a Job | Employment Edification