Times are still rough. Employers are receiving resumes of people who are overqualified for the position they are applying for. But if the position being offered looks like a step down for them, it might make you apprehensive. You want a motivated employee who wants to work at your company, not someone who is settling and will continue their jobs search after you hire them. Should you consider the overqualified candidate or not? Consider these questions:

  1. 1. How long do you need them?

Sometimes a very experienced person can be helpful to a company no matter how long they are employed at your company. An experienced sales person or someone with a lot of technical knowledge can be valuable even if they are only employed for six months. There is little downside to hiring someone who is overqualified for the position.

 

  1. 2. What are their goals?

Explore their accomplishments and their future goals. Does it seem like your company offers what they are looking for?

 

  1. 3. What if they didn’t have all that experience?

During the interview, look beyond their experience and get to know the candidate. See if they seem like they would be a good member of the team and if they show excitement about the job. If they are excited for the job’s challenges and seem like they would fit in with the team, consider them like you would consider anyone else. Candidates should be working for you because they want to, not because they have to.

 

  1. 4. Are you offering a work/life balance?

You want to turn an overqualified candidate into an A-player, so offer a good compensation package.

Take your candidates seriously because hiring the overqualified candidate can end up being a great decision for the candidate and for you.

 

 

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