In the current job market, recruiting the overqualified is becoming more and more common. While you may only be looking for qualified candidates at the moment, you may be missing out on an extremely effective candidate pool. Your recruitment strategies should attract talent form across the board.
Dissecting the Stigma
Why is there a stigma against recruiting the overqualified? For the most part, this is a stigma on loan to us from older generations. For example in the past, there was a large stigma against hiring those who’ve been laid off, but in this economy, it’s almost a right of passage to have been laid off. With that said, the market is saturated with overqualified professionals looking for gainful employment. Older generations of hiring managers believed overqualified professionals will quickly grow dissatisfied and leave. They’ll ask for promotions early, more money and grow resentful in an environment where they cannot excel. However, during their period of unemployment, many current job seekers have reevaluated their professional lives and are redirecting accordingly. These days people don’t just want a job that matches their professional qualifications and gives them a high raise. Instead, professionals are looking for jobs that truly fit their passions and motivations. On the other hand, employers must still be wary of those professionals who are applying to the position because it’s all that’s available.
Overcoming Your Reluctance to Hire
Another concern hiring managers have with recruiting the overqualified is job security. The overqualified are in a great position to take off with in a company, which can threaten the hiring manager. Especially if the candidate is more qualified than the hiring manager he or she may work under, the manager may not want to hire the individual. However, this type of thought process is a weakness and may compromise the growth the company. Strong managers hire the most qualified professionals available and follow up via cultivating a company environment full of opportunity to excel. Keep in mind, you are responsible for the overall performance of the company and new talent may be instrumental in future enterprise success.
The Importance of Personality and Fit
When recruiting the overqualified, personality and fit become much more important than when vetting simply qualified candidates. You already know this candidate is competent and can likely outperform your expectations for the position. If that’s the case, the question becomes will this professional fit into your established company culture. Can you imagine yourself having a positive working relationship with this person? Furthermore, will this person enjoy working in your company? If the answer is no, you’ll may see your new hire walk away in under a year, leaving you in the exact same position your were in before. To make a lasting hire, you’ll have to make sure this new professional will thrive in your company culture.
Identifying Legitimate Threats
Occasionally, an overqualified professional may be a real threat to your position, but you’ll never know unless you give the candidate a shot in the interview. When interviewing and recruiting the overqualified, ask how they will do with a pay cut or a subordinate position. Essentially, if you think there is a real threat, ask about the potential hire’s intentions. From their response, gauge whether they intend to go for your position. However, remember that you are looking out for what is best for the company. While you should identify legitimate threats, don’t let your personal concerns stand in the way of making a decision in the best interest of your company.
Trust Your Instincts
Lastly, trust your instincts with new hires. You probably do this as is, but start ignoring your gut just because you are dealing with a different type of candidate. If you have any experience interacting and interviewing professionals, you’ll probably already have a developed sense for identifying professionals who genuinely want to work with your company versus those who will take any position with a salary. If you aren’t sure about a potential hire, bring them in for another interviews and consider having other hiring managers sit in. After the interview, you’ll be able to discuss the merits of the professional with colleagues and pick their brains for insights you may have missed. Overqualified candidates can help your company grow, especially if you’re a small business. Overcome that obsolete stigma against this group and you’ll be sure to find the professional gems you’ve always needed. To learn more about recruiting in this and other niches, consult with other Resume Builder resources and start reworking your existing recruitment tactics.