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You’ve found the perfect candidate for the position you’re hiring for. Great! The only problem is that they’re slightly overqualified, which seems like a good problem to have. But how do you proceed? Do you hire them, or do you keep looking? What if they get bored when they step into the role? Will they leave for something better as soon as it comes along? Here’s what you should do when your top candidate is somewhat overqualified.

Write clear job descriptions

Right from the get-go, make sure the job descriptions you write when you first post the job are very clear and accurate. Otherwise, you might start attracting people who don’t fully understand what you expect, so they’re either under or overqualified. But if your job descriptions are accurate, you’ll attract exactly who you want.

Be straightforward

If you still get some overqualified candidates, be honest with them. Let them know that the position is entry-level and a lower level of responsibility than what they’re used to. Ask them if they’re comfortable with that and if they’re okay accepting a salary in the range you had budgeted for the role. Then, read between the lines to really listen to their response.

Evaluate their motives

Maybe they are comfortable taking a pay cut and lessening their responsibilities. Some job seekers are willing to sacrifice some compensation in exchange for a stable, growing company with a positive culture. Maybe your company is the place where people are competing to work because your environment is exciting or you offer great perks. Or perhaps they’re hopeful that this job will launch them into a leadership role at your company.

To hire?

If you hire the overqualified candidate, you’ll save on training time and costs. And they can mentor some of your other employees. You might be getting an excellent employee, the future of your company, at a bargain. But you also risk that they’ll get bored quickly and leave for greener pastures. Do you want to invest in someone who will leave in six months? Or they might stay, but only on the stipulation that their salary gets bumped up in a short time. And they might be intimidating to some of your less experienced employees, which might cause unneeded tension.

Or not to hire?

If you don’t hire this person, you might be missing out on a great hire. Look at the candidate’s history. Do they have a pattern of leaving jobs quickly? Why did they leave their last job? It’s worth it to check in with their previous boss. And look at the stage of their career they’re in. Are they looking to advance, obtain a management role, or want fast growth? Or are they on the downward career trajectory, looking for something with less stress, money, and recognition? If so, they might be a great hire.

Find the Perfect Candidate for Your Company

For more tips on hiring the perfect candidate for your company, contact PrideStaff Denver NW today.

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