What about overqualification?
Given the battle for qualified talent, rejecting overqualified talent seems counterintuitive. Yet overqualification has become a common reason for eliminating applicants from talent pools, especially as older adults delay retirement and experienced individuals return to work after a career hiatus.
While some employers argue that a seasoned employee comes at a higher price point, claim that an older worker wouldn’t mesh well with their “hip” young, startup-like culture, or worry that the employee will work for a few years then retire, let me ask you this: what’s the cost of not filling that open position?
If you are hesitant to hire an “overqualified” candidate, consider how you can leverage their experience to help younger employees grow and learn. Or, if they’ve been out of the workforce for a while, train or “reskill” them (have you heard of “returnships?”). In such situations, gauge their appetite for learning. If they have a desire to continually learn and improve, then you may have found a home run of a hire. In short, don’t let overqualification prevent you from hiring the best possible candidate.