The employer asserted that the applicant was rejected because he had not shown a genuine interest in the position. However, because one of his interviewers had described him as "overqualified," the applicant argued that the reasons given for the decision not to hire him were a pretext. The court ruled that the applicant was entitled to have a jury decide the issue, stating that the word "overqualified" might simply be "a code word for too old." Of course, there can be legitimate business reasons for turning down an overqualified candidate. But where the employer’s decision is really motivated by considerations of age, the rejection will not pass muster.
Source: Warner & Stackpole, Boston.