以下是高频考题Overqualified employees的分析，并附上高分参考答案。

（7plus原创，谢绝转载，违者必究）

本篇文章相对较长，并且有大量的分析和结论，是一片典型的论述类文章。相比于对历史事件或某一事物的发展进行解释说明的文章，本类文章难度更高一些。对付这类文章，我们要做的就是将复杂的分析过程简化，对每个段落的分论点进行总结，并将论点与论点联系到一起，就成为我们需要的问题回答了。

分段分析

If your recruiting efforts attract job applicants with too much experience—a near certainty in this weak labor market—you should consider a response that runs counter to most hiring managers’ MO: Don’t reject those applicants out of hand. Instead, take acloser look. New research shows that overqualified workers tend to perform better than other employees, and they don’t quit any sooner. Furthermore, a simple managerial tactic—empowerment—can mitigate any dissatisfaction they may feel.

分析：第一段从现象入手，主要讲了一个劳动市场的新的研究结论：资质过高的员工往往比其他员工表现更好，且更不容易离职。同时还谈到了一个小的管理技巧，授权可以减少他们的不满。

这两点是可以从本段中圈划出的论点，同时还要注意到，在本段最初基调中，overqualified被人是不好的，因此结论提出overqualified也可能是好的。

圈划：New research showthat overqualified workers could bring benefits instead of mere higher costs.

The prejudice against too-good employees is pervasive. Companies tend to prefer an applicant who is a “perfect fit” over someone who brings more intelligence, education, or experience than needed. On the surface, this bias makes sense: Studies have consistently shown that employees who consider themselves overqualified exhibit higher levels of discontent. For example, over-qualification correlated well with job dissatisfaction in a 2008 study of 156 call-center reps by Israel iresearchers Saul Fine and Baruch Nevo. And unlike discrimination based on ageor gender, declining to hire overqualified workers is perfectly legal.

对优秀员工的偏见是无处不在的。公司倾向于选择一个与完全适合的候选人，而非那些带来更多不必要的智慧，教育或经验的申请人。表面上看，这种偏见是有道理的：研究一直表明，认为自己资格过高的员工更容易表现出不满情绪。例如。。。。与年龄或性别歧视不同，拒绝聘用资格过高的员工是完全合法的。

分析：本段在产于为什么第一段中，overqualified会被公司认为是不好的，并引用之前的研究结论作证，同时表明这种偏见的存在是合法的。

圈划：Companiestend to prefer an applicant who is a “perfect fit” over overqualifiedapplicants as research shows overqualified employees has higher levels ofdiscontent.

But even beforethe economic downturn, a surplus of overqualified candidates was a global problem, particularly in developing economies, where rising education levelsare giving workers more skills than are needed to supply the growing service sectors. If managers can get beyond the conventional wisdom, the growing poolof too-good applicants is a great opportunity. Berrin Erdogan and Talya N.Bauer of Portland State University in Oregon found that overqualified workers’feelings of dissatisfaction can be dissipated by giving them autonomy indecision making. At stores where employees didn’t feel empowered, “overeducated”workers expressed greater dissatisfaction than their colleagues did and weremore likely to state an intention to quit. But that difference vanished whereself-reported autonomy was high.

但即使在经济衰退之前，资质过高的候选人仍然是一个全球性问题，特别是在发展中经济体，在这些地区，教育水平的提高为工人提供了超过提供服务部门所需的技能。如果管理者能超越传统，优秀申请者越来越多才是一个好机会。俄勒冈州波特兰州立大学的BerrinErdogan和TalyaN. Bauer发现，给予决策权的自主权，可以消除过高的工人不满情绪。在员工感觉不到授权的商店里，“过度教育”的员工比他们的同事表达了更大的不满，并且更有退出意向。但是，自我报告的自主权很高时，这种差异就消失了。

分析：本段对于资质过高这一个现象进行解释，再一次详细阐述第一段提到的newresearch 及其结论。这里要注意，在最后一步的时候，本理论只需要在开头或结尾提到一次，可自己定位。但一定不要重复讲述empower授权/自主的部分。本篇文章建议将第一段对该理论的描述删除，并放在最后部分。

圈划：asurplus of overqualified candidates was a global problem even before economicdownturn with a recent research showing empower can mitigate the discontent ofoverqualified workers.

综合三个部分之后，可以将本文思路归为：overqualified成为问题，公司为什么对overqualified持有偏见，过去的研究，新的研究，如果mitigate缓解。