I was participating in a pretty intense discussion about the "overqualified" candidate on LinkedIn. Many felt that they were passed over and probably would have been the best fit it the recruiter/hiring manager would have given them a chance. Many stated that it's not fair for recruiters/hm's to assume they will get bored, require too much money, leave one another opportunity comes along, etc. 

Some recruiters/hm's provide their reasons for passing over the "overqualified" candidate while others say they actually take the time to speak to the "overqualified." Some stated that when they have a plethora of "just right" candidates, they simply don't have the time or feel the need to screen the "overqualified."

What are your thoughts on this issue?

Views: 302

Reply to This

Replies to This Discussion

If I encounter someone who I would consider an "overqualified" candidate, I would definitely let him/her know about my opinion and explain that the finances of the company do not permit them to be hired.  Or, if it is another issue, like being too senior a manager, etc., I would provide them that information.

IF the candidate wants to take a major pay cut, and have reduced responsibilities, it's still quite possible that there are other reasons why they wouldn't be the right fit.  In such cases, if you have a receptive client, you might still ask them to at least phone interview the candidate... which probably won't make any difference, but it might.

I have had hugely 'overqualified' candidates end up getting hired, but usually it is with a different title and with more responsibilities, salary, stock options, etc.  It is a rarity, but not to be completely dismissed.

Many folks responding in the thread felt it was irresponsible of recruiters/hiring managers to overlook qualified applicants. There issue was not even getting a chance to explain why they may be interested in a job that they are "overqualified" for.

The terms "over qualified" and "under qualified" are entirely subjective.

The problem I tend to observe most is recruiters (or HMs) only willing to consider someone that has already "been there, done that" EXACTLY like the position in question. Any more/less (or different) experience is an automatic deal-breaker and results in one of the above labels being used to eliminate those applicants. 

To my thinking, a candidate who earns $300,000 per year is 'ovequalified' for a job that pays $120,000 per year.  Another aspect is that hiring managers don't want to hire in people who will soon be competing for their job or jobs above them.


Reply to Discussion



All the recruiting news you see here, delivered straight to your inbox.

Just enter your e-mail address below


RecruitingBlogs on Twitter

© 2023   All Rights Reserved   Powered by

Badges  |  Report an Issue  |  Privacy Policy  |  Terms of Service