For the first time in years, small-business owners are thinking about hiring again. And with large numbers of highly qualified job candidates hungry for work, it’s definitely a “buyer’s market” in the labor pool. Nearly any available position these days generates a deluge of resumes.
But many businesses – especially small ones – routinely reject candidates they consider “overqualified.” It’s always been a quick and easy way to narrow the field. But hold on. Is that wise?
Common wisdom holds that overqualified job candidates will want too much money and will jump ship the minute something better comes along. But that’s not necessarily so, according to the latest research findings. A recent Harvard Business Review article, for example, says businesses that reject the seemingly overqualified candidates miss out on the opportunity to add valuable talent to their organizations.
“Saying someone is overqualified is like saying they are too skilled or too experienced,” said Maribeth Kuzmeski, a consultant who helps companies with relationship-building skills.
Here are some tips on how to approach and land the highly qualified candidate in a small business:
• Be open about your concerns. If you have questions about the candidate’s experience, ask. If you see that a candidate has an impressive list of achievements, acknowledge them.
• Ask about the candidate’s current motivations and the goals. This is the “Why us?” question. Most candidates are not applying for jobs they seem more than qualified for because they are simply desperate for work – but many business owners or hiring managers never find this out because they never invite them in for an interview.
• Explore why the candidate wants the position. Some may be looking for something different – more enjoyable, perhaps – or to jump-start a new career.
• Recognize that highly qualified people require less training. Highly experienced candidates are more adaptable to new situations and responsibilities. That’s good news, because you and others in your business will spend less of your own valuable time on managing and training.
• Hire for attitude. As long as a candidate has the skills and knowledge required to get the job done, don’t waste time wringing your hands over whether she’s too qualified. If the person has a great attitude and is highly motivated and a good fit, what’s the problem?
• Once you have them, use them. Overqualified employees who are given decision-making power tend to be more satisfied. By giving these employees autonomy, you show them that you have confidence in their abilities and respect the skills and qualifications they bring to the table. •
Dan Kehrer is founder and editor-in-chief of BizBest.
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