When Did “You’ll Get Bored” Become a Hiring Criteria? ??

Picture this: you’ve been shortlisted for a role because your experience is chef’s kiss. You’re practically doing a victory lap in your head. Then your headhunter drops the bombshell: “They love your profile, but they’re worried you might... get bored.” ??

Bored? Me? The same person who managed to stay enthusiastic through countless Zoom meetings that definitely could have been emails?

I couldn’t help but wonder: When did hiring managers start thinking for me?

The Problem with Hiring Stereotypes

Look, I get it. Employers want someone who’ll stay, grow, and thrive in a role. But assuming someone will disengage based on their CV alone? That’s lazy stereotyping, not strategic hiring.

Real talk: 63% of candidates say they’ve been rejected from roles due to being “overqualified,” according to a 2024 survey by LinkedIn. What’s even more ironic is that many of us—especially millennials—are skilled at reinventing ourselves. We grew up in the gig economy, navigating career changes, economic recessions, and side hustles. If there’s one thing we don’t get bored of, it’s adapting.

A Missed Opportunity for Diversity

For Black women like me, these assumptions can hit even harder. Research by the UK-based Fawcett Society found that Black women are 28% less likely to be considered for leadership roles, often sidelined for being “too ambitious” or “overqualified.” Essentially, we’re told to dream big but not too big—because someone might assume we’ll outgrow the dream.

Spoiler alert: We don’t all leave jobs the moment we master Excel shortcuts or the office coffee machine.

Let’s Talk About Potential vs. Motivation

Hiring managers: Instead of deciding if someone might get bored, why not have an actual conversation about their goals? Ask what excites them, what challenges they crave, and how they see themselves thriving in your organisation.

A candidate’s potential should be a reason to hire, not a reason to fear they’ll leave. Plus, according to a recent Glassdoor report, companies that align candidate goals with job opportunities see a 34% lower turnover rate.

Candidates: Advocate for Yourself

If you hear “We think you might get bored,” don’t just smile and nod. Gently challenge it:

• “I see where you’re coming from, but I thrive on creating impact in every role.”
• “Boredom? Not when I’ve got a chance to make this team even more dynamic!”

Let them know that your adaptability is an asset—not a liability.

The Takeaway

Hiring managers, don’t think for us. Think with us. Assumptions about boredom only close the door on potential partnerships that could be game-changing.

And to my fellow job seekers: don’t let anyone dim your light with lazy clichés. Whether you’re climbing the ladder or side-stepping into a new path, you’re not just chasing challenges—you’re chasing fulfilment.

So, next time someone worries you’ll get bored? Flash that winning smile and say, “Darling, I’m just getting started.” ??