But believe that the applicant himself may have the same feelings. “Won't I start to stagnate professionally? Will my experience be appreciated?” These questions, too, can play out in the mind of the applicant. It can be said that you are in the same boat.
Do not make one fundamental mistake - do not reject such applicants immediately, but look at its potential a little closer.
Research shows that retrained workers tend to perform better than other employees, it is not true that they end the employment relationship sooner. On the other hand, this type of employee shows a higher level of dissatisfaction, but that does not mean that he constantly thinks about quitting.
Yes, let's face it — meeting the expectations of such a candidate without losing them is a challenge. A simple management tactic — empowerment — can alleviate any dissatisfaction they may feel.
Firms often pave the way to look for applicants who are “a perfect fit” for the position in front of candidates who bring more intelligence, education or experience than necessary.
Some firms even deliberately refuse to accept an extremely capable candidate into the team for fear that he would become dissatisfied and eventually quit anyway.
Due to the impact of the COVID 19 pandemic, many highly skilled and experienced applicants have found themselves “vacant” on the job market. If managers can overcome certainly conventions, a growing pool of “too good” applicants is a great opportunity.
The researchers point out that many reskilled workers consider other values, such as working hours or the benefits offered by the company, as a reason to stay in the job.
Their feelings of dissatisfaction can be dispelled by giving them autonomy to make decisions.
In companies where employees did not feel sufficiently independent or empowered, retrained workers expressed more dissatisfaction than their colleagues and were more likely to express an intention to quit. On the contrary, in firms with a high degree of autonomy, this difference has disappeared.
Hiring overqualified employees has significant advantages. Benefits such as increased expertise, innovation or transfer of experience speak in favor of their acceptance into your team. If an experienced recruitment manager, after studying the resume, recommends you such an employee, this is definitely a point of view that is worth considering.
It is possible that you invest less money in training. Thanks to experience, he can quickly get up to the system of work and be fully productive.
Make room for such an applicant for a possible career move in the company. However, avoid empty promises, as long as you know that from the point of view of the employment structure, such growth is not possible. If the path of promotion is inconsistent, think about delegating more difficult job responsibilities.
