Would you consider hiring a candidate even if they were overqualified for the role? Many hiring managers in the US report that they would. A new study found that 70% of hiring managers would typically hire overqualified candidates for a role, despite concerns about what it could mean for retention. Taking on overqualified candidates can come with many risks, most often the possibility that the employee might quit as soon as they find a position that best aligns with their interests. This makes it harder to invest in and rely on the worker.
Despite this risk, there can be many advantages to bringing an experienced worker onto the team, integrating them into the workforce in a way that is beneficial to them as well as the organization. An overqualified candidate is still a candidate that’s willing to work, and employing them productively can be enough to keep them on the team for years to come.
Around 70% of hiring managers in the US are willing to hire overqualified candidates, but many hold on to their concerns regarding this decision. (Image: Freepik)
70% of Hiring Managers Would Hire Overqualified Candidates: What Does This Mean for the Workforce?
A recent survey by Express Employment Professionals and The Harris Poll revealed that 7 in 10 US hiring managers would typically consider hiring overqualified candidates during the recruitment process. The acceptance of overqualified candidates comes with a clear explanation of the reasoning as well.
For the most part, hiring managers believe that such workers are more confident about their work, showcase better decision-making skills, and are also more productive. This is a reasonable turn of events as these workers typically have greater familiarity with their work and responsibilities. Their knowledge and experience allow them to work faster, with less time spent second-guessing themselves or their output.
The respondents also stated that the trend of hiring overqualified candidates is spurred on by the fact that they can mentor junior employees better and require minimal training to get on with their work. These are very distinct advantages to hiring these experienced workers, so why is there some hesitance to bring them into the workforce?
Risks of Hiring Overqualified Workers for Lower-Level Roles
While a 70% willingness to hire overqualified candidates is decidedly a higher number than one might expect, the study also found that 58% of employers would rather train a new hire than train an overqualified candidate due to the risk of disengagement that they bring along with them.
Hiring candidates who are overqualified for a position can come with a lot of advantages that save the organization time, resources, and money, but there are some concerns attached to such recruitment choices. These include:
- Lower engagement and motivation due to the simplicity of lower-level roles
- Lower pay offered for the roles may not be satisfactory for experienced workers
- Higher likelihood of quitting as employees may find opportunities that are better suited to their experience
- Lack of ideal career growth opportunities for the employee at the organization
- Higher chances of conflict with colleagues due to their desire to follow their own methods
- The possibility of resentment and skewed dynamics within the team if other employees are not as qualified
- Risk of employees asking for higher pay after accepting the role
Acceptance Made Easy: How to Manage Overqualified Candidates
Reading through the list of risks of hiring overqualified workers, it is clear that a large number of them can be resolved through effective management and collaboration with the employee. A highly experienced candidate may have certain expectations from the role, but most are usually willing to work with an organization that understands their needs and establishes a culture where they can seek growth in other areas.
The rise of skill-based hiring shows us that it is often better to look for experienced candidates who are experts at their role, in order to diversify their contributions to the organization. These overqualified candidates may be overly proficient at their work, and there are many ways to channel this knowledge into growth for the team as a whole.
Hiring and Managing Overqualified Candidates Can Look Like:
- Understanding their reasons for applying for the role in detail to ensure they have a genuine interest in the job and organization
- Providing them with a clear plan on how they can expect to grow at the organization
- Presenting them with mentorship opportunities where they can feel fulfilled by passing on their knowledge
- Exploring their skill sets and collaborating on opportunities beyond the specific role they are hired for—if they show interest
- Creating opportunities for collaboration on projects that they might not receive elsewhere
- Tracking their engagement levels to catch any signs of their desire to quit, so they can be addressed early on
- Building a work culture that takes employee well-being seriously
- Offering them other fringe benefits that might make it more appealing for them to remain at the organization
Of course, it’s also important to note that hiring an overqualified employee does not mean that organizations can get away with giving them a heavier workload. Neither does it mean assigning them tasks that are not their responsibility, just because they can get it done faster than someone with lesser experience.
Overworking these candidates is an easy way to cause them to quit. When expanding on such a candidate’s role in the organization, it is important to understand what experiences might be of interest to them and assign them work that they find more fulfilling.
It’s Time to Prioritize Skill-Based Recruitment for the Entire Workforce
We determine whether a candidate is overqualified by looking at their education and work history to reflect on whether a position might be too simple or low-level for them. Instead, shifting to skill-based hiring brings the focus on their abilities and whether they will be a good fit for the work done at the organization.
Employee engagement solutions are not just relevant to these candidates in particular but instead for the workplace as a whole. As a result, building a culture that values its employees and listens to their concerns is enough motivation for workers to stay on at their positions for as long as possible. The idea of overqualified candidates as flight risks needs to be done away with. Instead, it helps to turn to them as key members of the organization who can not only excel at their roles but can also help others excel as well.
Does your recruitment team consider hiring overqualified candidates for a role, or are the risks too substantial to allow it? Share your experience with us. Subscribe to The HR Digest for more insights on workplace trends, layoffs, and what to expect with the advent of AI.