Editor’s note: This is the first of two posts offering 20 reasons why ‘overqualified’ candidates make good hires. This article first appeared as a single post on our sister site, ERE.net. Though aimed at corporate recruiters, it offers great advice and powerful ammunition for search consultants when discussing great, if ‘overqualified’ candidates with hiring managers and HR contacts. With the talent pool for top performers getting smaller every day, passing up qualified candidates because of too much experience or too impressive a previous title can mean the loss of the placement and the fee. Part two appears tomorrow.
Imagine being assigned a physician and then purposely rejecting them solely because they were overqualified for your medical situation. Well that’s exactly what happens when hiring managers reject candidates who have “too many” qualifications.
There is simply no excuse in this new era of data-based recruiting to adhere to this old wives’ tale in hiring. I have written in the past about the cost of rejecting “job jumpers” and in this article, I will focus on the false assumption that hiring candidates who are “overqualified” will result in frustrated employees who will quickly quit.