Recruit the Overqualified. Break the Stigma.

I'm a recruiter. I have been on both sides of this discussion as the recruiter and as a candidate.

I've been told by hiring managers (on the recruiting side): that person is too seasoned for XYZ role, they'll just leave in a few months when they get offered a more senior role.

On the candidate side: Oh you have a lot of experience, are you afraid you will get bored in this role. Translation: this role is too junior for you, we fear you will get bored and leave as soon as you're offered a better position.

Why is there a stigma against recruiting the overqualified?

For the most part, this is a stigma on loan to us from older generations. For example in the past, there was a large stigma against hiring those who’ve been laid off, but in this economy, it’s almost a right of passage to have been laid off. With that said, the market is saturated with overqualified professionals looking for gainful employment. Older generations of hiring managers believed overqualified professionals will quickly grow dissatisfied and leave. They’ll ask for promotions early, more money and grow resentful in an environment where they cannot excel. However, during their period of unemployment, many current job seekers have reevaluated their professional lives and are redirecting accordingly. These days people don’t just want a job that matches their professional qualifications and gives them a high raise. Instead, professionals are looking for jobs that truly fit their passions and motivations. On the other hand, employers must still be wary of those professionals who are applying to the position because it’s all that’s available.

If someone wasn't interested in the job, they wouldn't apply to it...even if they seem to be overqualified.

Right now, I am applying for jobs that I might be too senior for. But you know what? I need a job. I also don't want anything too stressful for a job. I want to be eased back into the work environment. I have also realized that I might need to start, somewhat at the bottom again, to climb my way back to where I was. And that's okay. I know people might have a stressful personal life and might want to take a step back in their career. AND hence, why they might be applying for more of a junior role.

Melissa Grabiner had a really great discussion about this on their LinkedIn Profile.

When I saw that, I couldn't agree more. It truly opened up my eyes, even further. Again, you don't know what someone is going through and why they might be wanting a junior level role. Brian Kwa ?? , commented and made an excellent point as well, That's why I like asking "why?" someone applying for the role. It allows people to give you a story and open up about what their priorities are. Everyone HAS a story and by asking the question: WHY, it might give better insight on why this person is looking for a job they might be overqualified for.

Other thought provoking comments...

Alignment keeps coming to the forefront of my conversations. I know you have all the skills for the job now we need to find out if the expectations align with how you want to spend your time. Does the compensation align with your goals?

...I completely relate to this perspective. After years of climbing the career ladder, I've reached a point where I no longer want to manage or lead - I just want to do meaningful work and be happy. Leadership isn't for everyone at every stage of life. Sometimes, the most fulfilling path is doing what you love, focusing on quality work, and maintaining a balance that allows you to enjoy life with your family and friends. It's not about titles or constant advancement but about finding purpose and contentment in your daily work.

It's like you are telling my story! Having been over multiple sites for years and lead multiple teams, I just want a positive vibe position that will utilize my skills and experience! I love being in the Quality world ?? and I know it's my wheelhouse dealing with regulatory agency's, leading audits and developing others.. But I just want to enjoy work life balance and give my best! But once they see all your skill sets then it is loaded onto you and then the responsibles are huge. Thank you for posting this, I can truly appreciate and relate to this!

Acknowledge First...Then, Ask (Don't Tell!)

The secret to handling any objection about your candidacy is to ask some polite clarifying questions so you can better understand what's really bothering the hiring manager. For example, when they say, "You're overqualified," (or if you're getting the sense that they feel that way) you can try one of these:

• "I can appreciate your concern. Can you share with me what makes you feel that way?"
• "What concerns you about my qualifications being too much for the role?"
• "Thank you for your honestly. May I ask, are you worried that my qualifications will work against me in this job? If so, how?"

Notice how all of the above first take into account the hiring manager's feelings related to hiring you. You must acknowledge and validate his feelings. Perception is reality. Right now, their reality is you aren't a fit. You can't change that...yet.

Next, you ask a question that allows them to explore what it would take to change their mind. Asking is very important. You must resist the urge to want to defend your experience. Instead, you need to give the hiring manager the opportunity to process their concerns and share them openly with you. It will ensure they know you have heard them. Only then will you earn the right to respond and (hopefully) be able to shift their mindset.

The Upside to Hiring Overqualified Candidates

One of the primary advantages of bringing on an overqualified employee is their depth and breadth of experience. These individuals bring a rich skill set to the table, often enabling them to hit the ground running. This can be particularly beneficial in a fast-paced environment where there’s little room for a learning curve.

Another advantage is the potential for long-term growth within the company. An overqualified candidate usually has a wealth of industry knowledge and experience, making them well-positioned for future leadership roles. They may be overqualified for their initial role, but their expertise could prove invaluable as your business expands and evolves.

Overqualified candidates can also serve as mentors to other team members. They can share their insights, experiences, and skills with less experienced colleagues, fostering a culture of continuous learning and growth. This can lead to overall team empowerment and improved productivity.

The Downside to Hiring Overqualified Candidates

Despite these benefits, there are also cons of hiring overqualified candidates. One common concern is that they might view the position as a stepping stone, intending to move on as soon as a better opportunity presents itself. This could result in higher turnover rates, which can be costly and disruptive.

Another potential issue is the risk of job dissatisfaction. If an overqualified employee feels their abilities aren’t being fully utilized, they may become frustrated or disengaged. This could negatively impact their performance and potentially affect team morale.

Lastly, there can sometimes be friction between an overqualified employee and their supervisor or peers. If not managed properly, this dynamic could lead to tension within the team, which might undermine collaboration and productivity.

Navigating the Hiring Process with Overqualified Candidates

In light of these pros and cons, hiring managers need to approach the hiring process with a balanced perspective. During the interview, it’s imporant to openly discuss the candidate’s career aspirations and how they align with the role and the company’s long-term vision. It’s also essential to assess whether the candidate is genuinely interested in the role or merely sees it as a stopgap.?

Look for signs of genuine enthusiasm for the job and the company’s mission, and consider the candidate’s potential for future growth within the company. Does the role offer room to grow and evolve? Could the candidate’s skill set be leveraged in new and innovative ways? If the answer is yes, hiring an overqualified candidate could be a strategic move that propels your business forward.

I hope one of the takeaways for those reading this is a reminder that hiring IS discrimination. Even though recruiters are trained to not be biased, there are times when hiring managers tell us they need XYZ for a role...which can be discrimination. I am sometimes told we need a certain person for a role...which is clearly a discrimination. As a recruiter, it is my duty to find the best person for the role regardless of age, gender, and race.

Employers choose candidates based on personality, aptitude, and experience. It's never a clear-cut decision. As businesses-of-one trying to market ourselves to these employers, we must accept we are up against a lot of competition, including the discriminating mindset of the hiring manager. We can either A) get angry about it and cry foul (only to never get hired). Or, B) focus on improving our personal brand and who we market it to so we can find the right employer who wants what we are selling.

The more and more people discuss these topics, the more and more companies will become aware and hopefully make the conscious decision to change.