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What You Need To Know Before Hiring Overqualified Candidates

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October 30, 2017

Reports from various economists seem to reveal that the job market is actually picking up but for a good number of job seekers, times are still seemingly tough. This clearly explains why many employers get swamped with numerous resumes especially by overqualified candidates. For one, employers want motivated staff who will willingly work for their businesses without feeling like they have stepped down.

They will be particularly leery when hiring overqualified candidates because they simply do not want to end up with someone who will still be looking for a job even after being hired. Here are a number of things to keep in mind before hiring overqualified candidates.

Duration of service

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In some cases, hiring a highly experienced person can be the best investment for your business no matter the amount of time you retain them. A good example is a retail business with a high turnover, which acquires much value from employees who only stay in the job for six months. There are also sales organizations that choose to hire top sales professionals recommended by temp agencies in Toronto for a short amount of time and still pocket something at the end of the day.

In a very different scenario, employing a person with very deep technical knowledge in a given field may be the best choice no matter how short you get to keep them. Both situations actually represent limited downside and you can gain more when you make the right choice.

Is experience a key factor?

Would you employ the individual if he did not have the experience required for the job? Is he or she the right kind of person for the job or team? These questions are very important because they keep you from holding your nose and hiring people based on their resumes solely. There are crucial intangibles of staff drive, motivation and cultural fit that keep employees working for you diligently.

In most cases, these intangibles always have a way of trumping experience. Therefore, it suffices to say that you should not settle for an individual just because they have a good amount of experience. Simply ensure he is the right kind of person for your organization.

Are they passionate about your company?

If situations present you with super qualified candidates, you need to look out for excitement when they present themselves. This is because a super qualified candidate who knows that he is really good will choose to work for you not because he has to but because he wants to do so. So if you notice lack of excitement, do not consider hiring. Otherwise, you will just end up being a placeholder offering monthly income and other benefits until your employee finds a job that he truly wants.

Personal goals

You should always make it your goal to explore the past accomplishments of your candidates whether qualified or super qualified. In particular, you should be very keen with overqualified candidates and ask them about their future goals. How best can they describe success in their careers? Based on their responses, ask yourself whether your company is in the right position to present them with a path that can help them achieve their personal goals. If the answer to this question is no, chances are you will only be a stepping stone rather than a final destination for overqualified candidates.

It is important to take time and assess things before making the final call when handling overqualified candidates. If you are not careful enough, you may end up making a choice that will cost your business. On the other hand, considering all factors and making choices based on your business needs could be the best thing for your business.

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