Busting myths about overqualified candidates

It’s quite the dilemma: Do you hire top talent at entry-level wages? Or will they resent the lower salary and find a new company? Before you decide, read what others have said about overqualified candidates.

The hesitant manager
The biggest hurdle to hiring overqualified workers may be under-qualified managers. Perhaps they’ll feel threatened by top talent gunning for their jobs. Or maybe they are not confident in their own abilities. However, these managers must realize that when their team succeeds, it is reflective of their leadership abilities – and may even get them promoted.

What job-seekers are saying
Many studies indicate that overqualified employees report low job satisfaction and high rates of turnover. But the biggest complaint of job seekers is that they’re often rejected for lower-level jobs they desperately want. The kicker? Those same studies report that overqualified candidates outperform their counterparts anyway – whether satisfied with their jobs or not.

Now what?
In the past, myths about overqualified workers may have been true – but the recent recession has drastically change the job market.

Don’t screen candidates based on an assumption that they’re overqualified. Instead, use the interview process to discover their personalities and motivations.

And if you post the salary range on the job description, all candidates who apply know what the expect, regardless of their experience or education level.

Remember, if you do hire overqualified candidates, mitigate the negative aspects by giving them autonomy and making them feel valued.