Recruiting the Overqualified

Recruiting the OverqualifiedRecruiting the OverqualifiedRecruiting the OverqualifiedIts increasingly common to see a number of overqualified candidates apply for open positions. This can be overwhelming when youre simply looking to find qualified candidates. But some managers may be reluctant to hire the overqualified, either because they believe that they wont make good employees, or because they feel threatened by people who are more qualified than they are. The bottom line be sure your recruitment strategy will help you attract the great employees.Management Advisor Joanne Murray spoke with about ways to overcome the reluctance to hire the overqualified candidateMonster Overqualified candidates often have a stigma attached to them. Why? Joanne Murray This is one of a series of old rules that havent applied for a very long time. Individuals used to be tainted if theyd been laid off, and now its kind of a rite of passage. There welches a whole set of reluctances that could be justif ied or warranted back then, but in the current market, its standard practice for overqualified people to apply.What were the old rules? You mentioned that in the past there were concerns that might have been justifiable. I think the old rules were that if you hired somebody that was overqualified, he or she will be dissatisfied, will leave quickly, will ask for a promotion before youre ready to give them one, will want more money and will be resentful and a problem employee. I really think its a myth that people leave I think people who go for positions for which theyre overqualified, I dont think there are any data out there to suggest that they leave with any greater frequency than people who are normally qualified.I think the new rules are that many people have taken a period of unemployment as a time to reflect on whats really important to them, and they may very well be applying for a job for which theyre overqualified but that has really, truly been a better fit. But employers have to really mine for that, because it may just be that thats the only job there, but they dont really want it.Does personality and fit then become more of a concern if youre dealing with an overqualified group of candidates? Because the pools are so clearly competent and qualified, personality and fit although theyve always been important are the basis of the decision nowadays. Because it isnt just a matter of this person could do the job. Its would I enjoy having this person, in this environment, doing this job with me? Can I manage to ride up on the elevator every day with her, or is she going to make me crazy?What if there is personal reluctance to hire someone who is overqualified and/or more qualified than they are? I think its an understandable concern, but its a weakness. The strongest managers hire the most qualified people, and then foster an environment where they can just take off. If they can keep the broader goal of the overall accomplishments and performance of t he department in mind, then they definitely want to have the most dynamic, talented kollektiv they can get.But personal threat is a real consideration, because they also dont want somebody whos going to come in and show them up or jump over their head or in some way challenge their leadership. The pivotal moment for them is, is this because theyre personally threatened, or is this a legitimate threat?How do you determine if a candidate might be a legitimate threat? One is you can directly talk to the person about it, and then gauge what kind of response you get. I would address the issue of being overqualified from the beginning and directly ask, How is it that youre going to be able to live on $30,000 less a year? How is it that youre going to deal with not being decision maker and sometimes needing to implement decisions with which you strongly disagree, and do so cheerfully?The last thing I would say is that its really important to trust your gut. In a world of overqualified cand idates, companies have their choice, and they should never rush a search. They should always take the time to find the right person. People often move too quickly to hire people, and then they really regret it.