Hiring someone who is overqualified

Here are common pros and cons of hiring an overqualified candidate:. Consider hiring overqualified candidates for a position when:.

If you have several tasks you need completed right away, consider hiring an overqualified candidate to finish them for you in a timely manner. They typically have advanced knowledge and experience in the role or in a higher-level position, so they know how to quickly finish important upcoming tasks with little to no guidance or training. Some candidates have worked in higher-level positions at previous companies and realized they enjoy the responsibilities of certain lower-level positions more.

Consider hiring candidates with a true passion for the role, as this usually makes them more excited and committed to submitting valuable work. If you want to examine how well overqualified employees will perform at your company before promoting them to senior-level positions, consider hiring them to work with your organization in temporary positions.

Please note that we are not your career or legal advisor, and none of the information provided herein guarantees a job offer. Post a job. Find candidates. Help Center. They knew that there were risks with John because he had never worked in the sector. But they saw many upsides too. In the end, Lara thought the benefits outweighed the risks. I look for people who can grow, mesh, and evolve. John came on board in early Lara encouraged and incented him to network with finance directors from other organizations, so that he could gain insight from experts in the field.

The learning curve was steep but he was able to come up to speed quickly and is now thriving in the position. As Echoing Green moves into impact investing they have also been able to tap directly into his previous VC experience. More on hiring: Too often, managers look to hire clones of themselves. Sharon Jordan-Evans explains in this video taken from the Hiring Module of Harvard ManageMentor how breaking free from that impulse can improve performance and retention rates.

You have 1 free article s left this month. You are reading your last free article for this month. Subscribe for unlimited access. Create an account to read 2 more. Hiring and recruitment. Unmet expectations are one of the more common reasons for turnover, so you should be clear with the new hire, and the rest of the organization about what the job entails, as well as what it could become.

You need a clear and explicit plan for the future. Hiring someone just because they have an incredible amount of experience can be a mistake, especially if you overlook some of the most basic elements you seek in all employees.

Ask yourself: Even without the qualifications, is this person still a smart hire? Does their personality and work ethic align with the team and the company culture?

If you answered no to any of these questions, then do not take the risk of wrongfully hiring a candidate that in the short term may cost you time and resources. For more recruiting tips and staffing insights, visit hiring.