Myths about the phenomenon of the overqualified employee

But realize that the applicant themselves may have the same feelings. „Won't I start stagnating professionally? Will my experience be valued?“ These questions may also be going through the applicant's mind. You could say you're in the same boat.

Don't make one fundamental mistake – don't reject such candidates immediately, but look at their potential a little more closely.

Research shows that overqualified workers tend to perform better than other employees, and it is not true that they are more likely to leave their jobs. On the other hand, this type of employee shows a higher degree of dissatisfaction, but this does not mean that they are constantly thinking about quitting.

To invite or not to invite an overqualified candidate?

Yes, let's face it – meeting such a candidate's expectations without losing them is a challenge. A simple management tactic – empowerment – can alleviate any dissatisfaction they may feel.

Companies often go the route of looking for candidates who are a „perfect fit“ for a given position over candidates who bring more intelligence, education, or experience than is necessary.

Some companies even intentionally refuse to hire an exceptionally capable candidate for fear that they will become dissatisfied and eventually quit anyway.

Due to the COVID-19 pandemic, many highly qualified and experienced candidates found themselves „available“ on the job market. If managers can overcome certain conventions, the growing group of „too good“ candidates is a great opportunity.

Researchers point out that many overqualified workers cite reasons other than working hours or benefits offered by the company as a reason for staying in their job.

Feelings of dissatisfaction can be dispelled by providing them with autonomy in decision-making.

In companies where employees did not feel sufficiently autonomous or empowered, overqualified workers expressed greater dissatisfaction than their colleagues and were more likely to voice their intention to leave. Conversely, in firms with a high degree of autonomy, this difference disappeared.

Hiring overqualified employees has significant advantages. Benefits such as increased expertise, innovation, or knowledge transfer speak in favor of bringing them onto your team. If an experienced hiring manager, after reviewing a resume, recommends such an employee, it is definitely a perspective worth considering.

It's possible to invest less money in training. Thanks to their experience, they can quickly get up to speed with the work system and be fully productive.

Create opportunities for such a candidate to advance their career within the company. However, avoid empty promises if you know that such growth is not possible in terms of employee structure. If a promotion path is impassable, consider delegating more challenging work responsibilities.