Case Analysis (Sorry, You’re Too Smart) Have you ever been turned down for a job

    Case Analysis (Sorry, You’re Too Smart)
    Have you ever been turned down for a job because you were “overqualified”?
    Although
    this may sound like a compliment, it can be disappointing when you are
    job hunting. Consider applicants who are turned down for jobs because
    they are “too smart.” This could be determined by pre-employment testing
    or the interviewer may assume applicants’ cognitive ability based on
    education level, GPA, or certifications. You don’t often hear someone
    say that an applicant is “too emotionally intelligent” or “too
    physically coordinated.” So why does it matter if you are overqualified
    in cognitive ability?
    Employers
    may argue that cognitively overqualified employees will not perform
    well in their jobs. The lack of challenge they feel in the job tasks
    could make them bored and unmotivated and then lead to low performance.
    In fact, research shows that cognitively overqualified employees perform
    just as well as other employees, but not necessarily better. If the
    employees are in leadership positions and are cognitively overqualified,
    they perform better than other leaders. So if someone tries to tell you
    that you won’t perform well if you are cognitively overqualified,
    that’s not a fact.
    Employers
    may also argue that employees who are cognitively overqualified for
    their jobs will have higher job dissatisfaction. Specifically, they may
    be dissatisfied with the wages, challenges, and potential for career
    advancement. In short, these employees see the gap between their current
    and potential situations and that makes them unhappy at work.
    We
    all don’t have intelligence tests when we are employed, so what about
    when you perceive you are overqualified in your cognitive skills, but
    don’t have actual test scores to support your assumption? Employees who
    perceive they are cognitively overqualified tend to actually be correct.
    They also tend to have higher levels of openness to experience
    personality trait from the Big Five model.
    8.3 Test your knowledge:(Questions)
    1.
    An interviewer who assumes you have a certain average cognitive ability
    level because she knows your level of education would be correct
    according to what test?
    2.
    According to the case, what might a company do to raise job
    satisfaction and retain employees who are cognitively overqualified?

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