Overqualified or Undervalued?

Should businesses interview perceived overqualified candidates?

I had a coffee recently with a senior industry leader, we ended up on the topic of reviewing CV’s.

This led to a conversation about overqualified candidates or perceived overqualified candidates applying for roles maybe seen as below their current station.

What to do when a CV like this lands on your desk?

Do you immediately put the CV in the ‘No’ pile?

Or

Do you think, there might be a reason here, what are this persons motivations and can we utilise someone with fantastic skills in our business?

Interesting one and it got me thinking, what is the right thing to do?

Some argue for a swift rejection, fearing mismatched expectations or inevitable boredom leading to quick turnover.

Fears, of managing someone maybe more experienced than they are.

Concerns over why they would want to work in a more ‘junior role’.

Others, myself included, advocate for a more nuanced approach, one that values the opportunity of experience these candidates bring to the table.

Here are a few reasons why I firmly believe that businesses should consider interviewing or engaging with ‘overqualified candidates’

• Experience: One of the most obvious benefits of considering overqualified candidates is their depth of experience. These individuals often come with a wealth of knowledge, skills, and insights acquired over years working. While their qualifications may exceed the requirements of the role, their expertise can bring invaluable perspectives and solutions to your organisation.

• Ability to Mentor: Hiring an overqualified candidate doesn't just mean filling a position; it can also be an investment in your team. These individuals may possess strong leadership qualities or a desire to mentor others. Their presence could inspire and motivate more junior staff passing on invaluable knowledge.

• Personal Circumstance: Not everyone, wants to keep progressing, working harder, longer, for more money etc peoples perspectives on careers change just like they do in life. Maybe they have decided to spend more time with their family, maybe they don’t want the stress of a senior role, the list is endless. Why rule someone out just based on their perceived experience level. We are all human, we all have circumstances that change, we all redefine what success looks like all the time.

So, should businesses interview or speak to perceived overqualified candidates? My answer is a resounding yes. Instead of reflexively dismissing them, maybe it’s time to have a conversation and see if they could be the next great hire.

Let's shift the narrative from "overqualified" to "exceptionally qualified" and have an open mind to what a really good candidate is!

Really interested in your thoughts on this one?

Where do you stand?

Are you a candidate who has applied for a role that might on paper look like a step down?

Are you a hiring manager, what do you do in this situation?

Best,

Richard