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Overqualified and overlooked? Why seasoned employees could be the perfect fit
2024-04-01T05:00:00Z
Is being overqualified a red flag in a job applicant? A customer asked us that question during a recent webcast.
The customer was concerned that a seasoned employee who applies for a lower position is primarily looking for less work stress and more life balance, but may not stay at a company long-term because the role won’t be fulfilling.
There are a few ways to approach this issue delicately, as hiring managers and recruiters continue the ever-challenging job of filling open positions with qualified individuals.
3 key considerations:
- Avoid age discrimination. When an overqualified job candidate applies for a position that’s lower than the skills and experience presented on a resume, do not comment on the person’s age, retirement plans, or make any potentially discriminatory comments. For instance, don’t say, “Why would you want this job? Shouldn’t you be out golfing and enjoying your golden years?” Instead, focus on the essential functions of the job and how the job candidate fits those requirements.
- Don’t assume they won’t stay. Just because a job candidate might be overqualified for a role doesn’t necessarily mean the individual will not stay in the job long-term. Many less-than-qualified candidates may (or may not) stay in a role as long as managers would like. While a company can’t control how long any employees remain, what employers can control to some degree is a company culture that encourages retention. This can be created in many ways, such as with an appealing benefits package, a competitive salary, and a positive workplace culture.
- Look at the positives. Someone who is overqualified for a role can also bring a lot of skills that aren’t spelled out in the job description. They can mentor other coworkers and be seen as a go-to person. They might be more capable of handling and dealing with changes, having been through various work experiences. And they could also bring ideas for ways to improve productivity and streamline processes.
Key to remember: Overqualification isn’t always a red flag for job candidates. Hiring managers should keep an open mind and avoid making discriminatory decisions.