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You can usually tell from a roughly how old a person is just from reading their resume. If they list themselves as a team lead in 1990, then you can be pretty

by dfrey 10y ago

You can usually tell from a roughly how old a person is just from reading their resume. If they list themselves as a team lead in 1990, then you can be pretty sure that they are at least 50. I would guess that the judge wants to limit to people who had in-person interview because that shows that they were at least close to getting the job. If you have gotten past the phone interview stage then you have already demonstrated basic competence. If you're trying to fill a junior position, then you don't want to hire someone who has been working as a chief architect for the last 10 years. It's not about their age. It's about the fact that they are way overqualified and will probably quit as soon as they can find something that they are qualified for.

objclxt 10y ago
> You don't want to hire someone who has been working as a chief architect for the last 10 years. It's not about their age. It's about the fact that they are way overqualified That's not necessarily true. Maybe they burned out and want a less stressful role. Or maybe they've cashed out and are looking for a job they would enjoy and can afford to not worry about the paycheck. Frankly, job titles can also be pretty meaningless. If I saw a resume on my desk for a junior role with somebody with senior experience I'd probably ask them "why are you looking to move into this role?". I wouldn't rule them off outright, because I understand that people's circumstances often change, and not everybody is driven by a career trajectory that's constantly moving upwards.
- dfrey 10y ago
  You're right. I probably oversimplified to save on typing. I actually work with a person who is 60ish and has held considerably more senior roles in the past. He seems pretty happy in his less senior role. I think he wanted something a little less demanding.
itsdrewmiller 10y ago
This is actually a myth - overqualified employees perform better and don't quit earlier: https://hbr.org/2010/12/the-myth-of-the-overqualified-worker https://hbr.org/2010/12/the-myth-of-the-overqualified-worker
- dfrey 10y ago
  Interesting. Thanks for the link!

by dfrey 10y ago

objclxt 10y ago

> You don't want to hire someone who has been working as a chief architect for the last 10 years. It's not about their age. It's about the fact that they are way overqualified That's not necessarily true. Maybe they burned out and want a less stressful role. Or maybe they've cashed out and are looking for a job they would enjoy and can afford to not worry about the paycheck. Frankly, job titles can also be pretty meaningless. If I saw a resume on my desk for a junior role with somebody with senior experience I'd probably ask them "why are you looking to move into this role?". I wouldn't rule them off outright, because I understand that people's circumstances often change, and not everybody is driven by a career trajectory that's constantly moving upwards.

dfrey 10y ago
You're right. I probably oversimplified to save on typing. I actually work with a person who is 60ish and has held considerably more senior roles in the past. He seems pretty happy in his less senior role. I think he wanted something a little less demanding.

itsdrewmiller 10y ago

This is actually a myth - overqualified employees perform better and don't quit earlier: https://hbr.org/2010/12/the-myth-of-the-overqualified-worker https://hbr.org/2010/12/the-myth-of-the-overqualified-worker

dfrey 10y ago
Interesting. Thanks for the link!