Don’t overlook an over-qualified candidate
Sponsored post by McLaren Recruitment
In the current employer-driven market, we’re often seeing larger numbers of applicants for roles. And, with higher levels of layoffs, especially in the Wellington region with the public sector restructuring, we’re also seeing highly qualified candidates applying for lower-level jobs they might have passed over in the past.
As an employer, it can be tempting to dismiss these candidates, knowing they are too qualified for the role. But - overlooking these applicants could mean missing out on valuable talent, experience, and fresh energy your business needs.
The benefits of hiring over-qualified candidates
Here’s what a seemingly over-qualified hire can bring to your organisation:
They are often quicker to get up to speed and may require less onboarding or initial training.
They bring fresh perspectives that can help improve processes and encourage innovation within your team.
They can offer mentorship: More experienced, qualified staff can be an asset in helping to develop junior staff, lifting the capability of your entire team.
They may value stability and a positive environment over job title or salary.
If they have been in the sector for a while, they may have strong networks that can bring valuable industry connections that could benefit your organisation.
Potential pitfalls of an overqualified candidate
Risk of quick turnover: They may view the role as a stopgap while looking for something that better matches their qualifications, leading to early resignation and additional recruitment costs.
Salary expectations: They may expect a salary aligned with their previous roles, which can create tension if your budget does not match these expectations, or they may accept a lower salary but later feel underpaid.
Potential for disengagement: Tasks that are too basic or repetitive for their skill level may lead to boredom and disengagement, impacting productivity and morale.
Challenges with team dynamics: Over-qualified employees may unintentionally overshadow existing staff or disrupt team balance, leading to resentment or discomfort among team members. They may also struggle to accept direction from managers with less experience.
How to approach the recruitment process with a well-qualified applicant
There are many reasons why someone might be applying for a job that they seem like they are over-qualified for.
Asking for a cover letter can provide an opportunity for you to see some of those motivations early on. You can also review their CV for potential clues - for example, evidence that they job hop a lot or have previously been in stable roles, and whether they’ve had a typical upwards career trajectory or taken on lower-level roles before.
The interview is also a great place to explore the motivations of a seemingly over-qualified candidate in more detail before you make any hiring decisions.
Ask them…
What made you apply for this role? You may find they are looking to move into a new sector with comparable skills, move into a job with fewer responsibilities or stress, or move to a role with more flexibility, in which case they could be a good hire.
Or it may be as simple as they need any job they can find right now. If that’s the case, then you can ask follow-up questions such as: “How long do you anticipate staying in this role?” or “How do you see yourself dealing with a role that is at a lower level than your previous experience?”. This allows you to make decisions based on all the relevant information. You may decide it’s worth having their experience if only for a short time, or you might not want the possible disruption of having to recruit again soon.
Ask too, how they see themselves adapting to their new role - for example, if they have a younger and less experienced manager, and what they think their skills and experience can bring. This helps you gauge how they might fit in your team and highlight any potential issues.
Find the right candidates with help from a recruitment agency
Working with an experienced recruitment agency like McLaren Recruitment to fill your vacancies can also help. As part of the recruitment process, we can pre-screen candidates for you. That means we ask all the hard questions about a candidate’s motivations and wider situation at an early stage, ensuring that only those who would be an asset to your organisation make it to the shortlist.
Find out more about working with McLaren here.