Recruiting Talent Thats Overqualified in 4 Steps - Spark Hire

Recruiting Talent Thats Overqualified in 4 Steps - Spark HireWhen it comes to recruiting talent, theres no shortage of overqualified candidates. Conventional hiring wisdom leads us to believe candidates exceeding standard role expectations are just too risky to hire.In fact, nearly 71 percent of hiring pros in ur new research agreed the number of overqualified talent in todays job market complicates filling entry-level roles. However, the majority (87.2 percent) of respondents said they would hire an overqualified candidate.The debate over overqualified talent takes an already complex recruitment process and makes it even mora challenging. Those who have qualifications that exceed role requirements are often negatively stereotyped. Theyre looked at as entitled, always looking for a pay raise or promotion, continually bored, and disengaged.While recruiting overqualified talent can be risky, weve found that it can also be rewarding when approached the right way. Heres how you can effec tively recruit talent for roles theyre overqualified for1. Evaluate past work experiencesWhen someone is overqualified for a role, theres more potential for them to grow bored. Of course, its challenging to determine this until the candidate is actually in the role. But only 35 percent of hiring pros in our research, The Risks and Rewards of Hiring Overqualified Talent, consider if candidates would be satisfied starting in a less-challenging position before making an offer.Its important to evaluate past work experiences when recruiting talent. In fact, past job experiences ranked No. 1 in our research for how respondents assess whether a candidate has the right skills and experience level.To uncover red flags, ask candidates why they left previous positions. This can lead you to understand whether they get easily bored with mundane tasks or if there was an inability to see a future beyond the role they were in.Use their responses to guide follow-up questions. Such as, if they didnt feel challenged in a former role and know they are overqualified for your position, why do they believe this role is different?87.2 percent of hiring professionals said they would hire an overqualified candidate. sparkhire researchClick To Tweet2. Connect face-to-face from the startAssessing overqualified talent goes beyond looking for role fit. Recruiting talent to grow with your company means evaluating if they fit with the culture. This cant be done without a face-to-face connection with the candidate. Do this by meeting in-person or with live video interview early in the screening process.During the interview, ask cultural fit questions. Find out what motivates the candidate. Learn why theyre passionate about your product or service to see if theyd be happy on the team until a more suitable position opens up. Without a option for face time with candidates, its easy to write off candidates or misinterpret their passion and interest.3. Be direct about satisfactionEmployee satisfac tion is a no-brainer for avoiding turnover. Unsurprisingly, 46.3 percent of hiring pros told us they would only hire overqualified talent if theyd be happy and fulfilled in the role. Without job satisfaction, overqualified talent wont feel connected to the role or the company.But role satisfaction questions come in all shapes and sizes. Sometimes candidates dont even know youre assessing to see if theyd be satisfied in the role. With overqualified candidates, direct questions are the best form of action.Ask candidates what they specifically need to feel satisfied as a member of the team. Do they need an exact timeline of when theyll be promoted out of the role? Do they want to perform tasks that challenge them, even if theyre outside of the job description?46.3% of hiring pros would only hire overqualified talent if theyd be happy and fulfilled in the role.Click To Tweet4. Look to the futureWhen a candidate is overqualified for a role but is still interested in applying, chances are theyre looking to get their foot in the door. Just over 30 percent of hiring pros would only hire overqualified candidates with a clear direction on expanding the role to meet their qualifications. This is a positive attribute as it shows they want to be parte of the companys future.Recruiting talent without a clear path forward from the start sets them up for failure. Once disengagement and boredom set in, they will be off to another role with a more promising future. Ask candidates why they applied for the role, where they hope to see it go, and their ideal timeline. Having all of the information upfront sets everyone up for a successful long-term relationship.