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  • Human Resource Development Cell, SRCC

SHOULD YOU HIRE AN OVERQUALIFIED CANDIDATE? AN HR PARADOX


Overqualification; the state of being educated, past what's vital or asked by a company for a position with the business.


When looking for employment, applicants must consider offering reasons to potential employers as to why they're looking for a position that calls for much less skill, training, and consequently much less pay than their education and experience. Employers foresee expenses associated with hiring such “overqualified” applicants. This becomes complicated for applicants, resulting in failure to secure employment for the position in question.


An overqualified person might also additionally take a job to gain expertise and leave the organization. This can apply to all other personnel of the same organization. The term overqualified, in any definition, must be taken into consideration as a subjective term developed by the individual doing the evaluation of the applicant, primarily based totally upon their point of view, which may also in itself be biased. There comes a time in a person's life, when a preference is made to lessen the extent of responsibility and one should consider the perceived overqualification as "added value" to the organization when the applicant is inclined to take a lower-level position, accompanied by a lower salary. When the selection isn't primarily based totally upon factual or unbiased factors, this discrimination occurs.


In fact, research shows that personnel who have been thought to be overqualified definitely performed better. And hardly ever do people pass on a job simply due to the fact that they feel they’re too proficient for it. “People don’t stay or depart an organization due to their talents. They stay or depart due to working conditions”. When thinking about a candidate who is, in fact, overqualified for the job opening, ask yourself if there's room to expand the role and employ the talents he brings.


PROS


  • Increasing productivity and overall performance levels: Since overqualified applicants have reveled in working in a similar position or in a position above the one, they’re applying for, they’re frequently quick, talented learners with a sophisticated talent set to assist boom. This is particularly useful if your enterprise wishes to quickly fill and complete certain duties.

  • Reducing training time commitment and costs: Overqualified applicants have already got massive information about the role and the software program used to carry out successfully in the position. This means your team will spend much less time, costs, and resources training them on fundamental job duties.

  • Providing valuable input and thoughts: Since overqualified applicants have labored in roles similar to or more advanced than this one, they frequently have valuable thoughts to contribute that they’ve discovered and implemented in their preceding positions. These thoughts can also additionally assist boom efficiencies or improve productiveness levels.

  • Enhancing the talent degree and abilities of different group members: These applicants normally have this type of extensive talent set and revel in the level that they have lots of information to share with their group members. They can educate them on new skills and talents that increase overall performance metrics.



CONS

  • Increases risk of turnover: Some applicants begin a role they realize they’re overqualified for however determined to strive it out to look if they’d enjoy it anyway. This often causes them to depart for a position they sense they’re better suited for. If this continues with too many employees, your turnover rates ought to increase.

  • Makes employees feel much less challenged: If overqualified applicants are operating in a position, they sense they’re overqualified for and are finishing obligations they’ve already finished in the past, they will feel the position doesn’t challenge, encourage or inspire them enough, leading to a decrease in productivity or motivation.

  • Creates a negative atmosphere: Overqualified applicants who feel unmotivated or unchallenged of their roles may also feel much less encouraged to finish obligations. This reasons them to feel less driven, passionate, and satisfied with their role, which could unfold to other team members. This ends in negative work surroundings and less stimulated team members.

  • May count on a quick promotion: Some employers generally hire applicants to work in a position they’re overqualified for with the purpose of subsequently promoting them. Overqualified applicants may also recognize this and feel they’re entitled to the promotion.





Despite those positives, fears of hiring executives who're qualified beyond the job spec sheet are nevertheless intense in the job market. Some agree that overqualified executives will depart whilst a higher offer is made, and the ability to maintain those proficient people will only be determined if the organization can compensate sufficiently.


With extra positives outweighing the negatives driven by fear, the consensus of the discussion is that there may be no such element as an overqualified candidate. Experience or qualifications on paper do not translate into excellence, and the use of the vague label is misleading. Instead, organizations should be flexible with positions in order to appeal to and maintain the very best, and applicants should be organized to broaden horizontally as well as vertically.


Finally, hiring managers must deal with all applicants who've completed the application system equally, assuming that they're serious about the role and have taken into consideration the extent of the position. Any different technique will cause dismissing applicants with the maximum experience and highest qualifications - how does that make sense?


By: Avneet Oberoi


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