I was laid off a few months ago from a senior level position. Senior roles seem to be less frequently advertised, so I have started applying for lower-level positions, with no success either. What am I doing wrong? Should I “dumb down” my resume for lower-level positions?

Dumb and dumber or smart and smarter?

This is actually a more common occurrence for more seasoned job seekers than you might think, so for what it’s worth, you’re not alone.

A natural assumption is that employers would appreciate the fact that they can acquire the extra skills, experience, and knowledge that veteran employees bring to the table – and at the lower-level position’s salary as well! Almost like a buy-one-get-one deal – everyone wins!

What’s your motivation?

While the “deal” scenario above can have appeal for some employers, particularly during recessionary times, for the majority of hiring managers, there are other factors that they consider in the hiring decision. Most employers, if responding honestly, would have some concerns with more senior employees taking on a more junior position. Whether or not you choose to “dumb down” your resume and deemphasize some of your senior-level experience is a personal decision, but whenever you are applying for more junior positions, you will need to keep these possible objections in mind.

You leave for a better offer

A senior employee who has “settled” for a more junior position can be perceived to be on the prowl to reclaim their past glory. If you were a director, for example, the title and responsibilities of a “mere” manager could be perceived as limiting. The best defense is to focus on the similarities of your relative positions (i.e. “I managed the same number of people as a director as you require from your manager position” or “I was a director for a much smaller company than yours”). The focus is on creating equivalencies between the respective positions, so the hiring manager sees this as a very similar position to the one you last held. Try to position this career change as a lateral move as much as possible.

You want a raise or promotion right away

Since you have likely already accomplished the requirements to operate at a more senior organizational level, the expectation from the outset will be that you consider yourself on the “fast track” to climb the ladder, and will constantly be prompting your new boss for a promotion. The best defense is to focus on the tasks or activities of the position. Tell them how much you love managing people, or getting projects or objectives completed, not so much on the title, money, or perks. Demonstrate that you have the maturity to know that these things are important, but not as important as the day-to-day work you are doing.

You will get bored or won’t work as hard

The concern could also be that you will feel you can “coast,” since you don’t have as much to prove as would a young, up-and-coming candidate. Or that you will learn your new role very quickly, get bored, and then be a problem employee. The best counter to this is to again highlight your enthusiasm for the work itself, and focus more on the enjoyment of the major activities involved in the job, ideally relating them to specific duties of your last position.

You will be difficult to manage

Some hiring managers might themselves currently have the same title as you previously held. There are some bosses who could feel that you are a threat to them, and may perhaps try to challenge or even undermine their authority. It is very difficult to counter this type of concern, and quite frankly, it is likely not worth working for someone with this type of attitude.

The bottom line is that we all must do whatever we can in recessionary times to support ourselves and our loved ones economically, but we should all be careful not to make quick, short-term career decisions that can negatively impact our long-term career prospects. If it makes sense, you should feel good about your next opportunity, no matter what level it is.

Good luck!

Mitchell Stephenson M.A., CPCC, is a senior partner and a certified professional career counsellor at Catalyst Careers, a career transition, counselling, and outplacement firm. Mitch has been involved in human resources, career counselling and coaching in the health and legal sectors for many years. To contact him, visit: www.catalystcareers.com.

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