You’re looking at the resume of a candidate who checks all your boxes. And then some.

“Tim, that candidate sounds amazing,” I hear. “But we think they are overqualified.”

The answer obviously depends on the case. But there IS a case for hiring someone who, on the surface, seems overqualified for a job.

While it’s easy for the hiring manager to worry that the applicant is either desperate or simply looking for a short-term gig they won’t stick with, the reality today is that plenty of people are looking to downshift their responsibility levels in their careers. They might be the perfect fit — super qualified and experienced but willing and happy to take a downgrade in pay for less responsibility. Consider that they may have worked their way into a corner in their last role and are willing to take a step back to utilize their core strengths and bring value to a new team.

Like any situation involving humans, communication is key. Without having a conversation with the applicant, you can’t know where their motivations lie. This is just one of the reasons it’s a good idea to let a recruiter vet your candidates for you. We have those conversations upfront and encourage relevant dialogue throughout the interview & hiring process.

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