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In my experience many employers want to hire someone on their way up, vs. someone who wants to take a job that pays less than what they are making and with less responsibilities.
So if there is an opening for a Staff Accountant, the employer would prefer a candidate who is currently a Junior Staff Accounting who works hard, is impressive and now ready for a promotion. Or someone who is currently a Staff Accountant. BUT IS THIS ALWAYS TRUE?
If they are advertising for a Staff Accountant that pays $50,000 a year and the job requirements say they want someone with a degree and 3-5 years experience in Accounting, and a burned out 50 year old Accounting Manager, making $85,000 a year, who is tired of managment and the pressures of a senior role applied, would they be considered seriously? Would an employer ever take a leap of faith and hire the $85K Accounting Manager for the $50K Staff Accounting Manager job?
(I use Accounting for this example, but it could be any career field)
Why? As someone who was a manager myself, one side of me says great, get experience at a discount. But the other side says that the ex manager would get bored and soon realize they were too qualified for this routine job and did not like making less money and would quit after a short while.
As a middle manager, my experience with people who think they are overqualified for their position is their work often times are full of errors. It is not that they are incompetent. It is that they don't care about work they consider beneath them.
Here is one example I have out of many. I was hired by my current company for one purpose: to replace someone and fix the messes that he created. For month, I just assumed he was incompetent. Lately, I have been looking into his background and I have found that he was indeed overqualified for the job description. He simply couldn't find another job in his range after his previous company tanked so he settled for this one. This company's upper management probably thought they were getting a good deal.
In my experience many employers want to hire someone on their way up, vs. someone who wants to take a job that pays less than what they are making and with less responsibilities.
So if there is an opening for a Staff Accountant, the employer would prefer a candidate who is currently a Junior Staff Accounting who works hard, is impressive and now ready for a promotion. Or someone who is currently a Staff Accountant. BUT IS THIS ALWAYS TRUE?
If they are advertising for a Staff Accountant that pays $50,000 a year and the job requirements say they want someone with a degree and 3-5 years experience in Accounting, and a burned out 50 year old Accounting Manager, making $85,000 a year, who is tired of managment and the pressures of a senior role applied, would they be considered seriously? Would an employer ever take a leap of faith and hire the $85K Accounting Manager for the $50K Staff Accounting Manager job?
(I use Accounting for this example, but it could be any career field)
It depends. it's possible but not all that likely. Clearly the 50 year old can do the job asked (its a risk with younger or inexperienced employees) however-
1.) When you're looking at that kind of a financial hit, there's a risk that the 50 year old may be in dire straits and taking the first job that comes along, only to jump ship when he finds something else, or his financial situation improves. Younger employees are typically invested for a longer haul, especially if they see room for advancement.
2.) senior employees that end up taking lower level positions can be VERY difficult to manage. They may resent taking direction from someone who knows less than they do, has less years in the field, fewer certifications, etc. No manager likes to be undermined by those they supervise, and this one happens a lot.
I've rarely seen managers take this risk for a position that isn't very difficult to fill.
This seems like the most logical analysis of my question so far. Anyone disagree?
Quote:
Originally Posted by Burger Fan
It depends. it's possible but not all that likely. Clearly the 50 year old can do the job asked (its a risk with younger or inexperienced employees) however-
1.) When you're looking at that kind of a financial hit, there's a risk that the 50 year old may be in dire straits and taking the first job that comes along, only to jump ship when he finds something else, or his financial situation improves. Younger employees are typically invested for a longer haul, especially if they see room for advancement.
2.) senior employees that end up taking lower level positions can be VERY difficult to manage. They may resent taking direction from someone who knows less than they do, has less years in the field, fewer certifications, etc. No manager likes to be undermined by those they supervise, and this one happens a lot.
I've rarely seen managers take this risk for a position that isn't very difficult to fill.
Why? As someone who was a manager myself, one side of me says great, get experience at a discount. But the other side says that the ex manager would get bored and soon realize they were too qualified for this routine job and did not like making less money and would quit after a short while.
Sounds like questions that should be asked during the interview.
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