The Nonsense of Being Overqualified

Recruiting is a difficult job, in any market. In today's economy there's an increased volume of applicants vying for the same position. With layoffs and high unemployment there are high-quality people now available among the ranks of the unemployed.

There is a myth out there in the business world that hiring overqualified candidates for a position is a bad business move. Why? Well, it's a common belief that overqualified employees won't be happy in their job. They will be frustrated, bored, unhappy with their pay, and will take the first new opportunity that comes along. As a result of this myth, oftentimes recruiters / hiring managers won't even consider a candidate that they feel is overqualified.

How about a different perspective?

We loose sight that there are times when employees reach a point in their career where they simply may wish to take a step back. Perhaps they wish to eliminate some of the stress and demands of those loftier positions. Perhaps they are looking for more balance in their life.

When recruiting, I believe that each applicant should stand on their own merit. Candidates viewed as overqualified may bring knowledge on how to accomplish tasks, or greater efficiencies into an organization. This experience is of benefit to the organization, a wealth of new knowledge and experience. A manager or recruiter who refuses to consider anyone with more qualifications than are required for a position are too likely to hire someone who is under-qualified. Maybe the individual isn't overqualified but fully qualified? Is there a problem with someone doing a job better than expected? Would you rather a candidate be under-qualified?

When interviewing candidates for any position the goal should be to hire the best person for the job. Experience is only one factor that should be considered.

A recent post by Amy Gallo on the Harvard Business Review blog makes a case for taking such a risk. A challenge is posed: "When making hiring decisions, visionary leaders don't just focus on the current needs, but on the future." An overqualified employee may be a problem solver, a facilitator. In Amy's words they may "mentor others, challenge peers to exceed current expectations, and bring areas of expertise that are not represented at the company."

With any employee there is always a potential for a retention issue. Any employee may loose focus or interest. If an individual is overqualified, is there a greater risk of them leaving because their position lacks a challenge? I propose that two questions be asked.

The first is for the candidate, "Will you be happy here for xx amount of time?" With any candidate, ensure the the individual isn't taking the job simply because they need a job. You don't want someone that simply needs a short-term band aid.

Ask yourself the second question, "can the company nurture the employee?"

In closing, finding the right "fit" is always a challenge. What is a true fit? Well, it's that alignment between the job requirements and the skills and interest of the candidate. Sometimes that right "fit" may be that candidate you feel is overqualified.