Highly influential Boards such as those at GE and Google have always kept talent development in mind when looking at long-term strategy. The Boards of these companies have relevant expertise, but most importantly they have access to several key line managers (the succession pipeline) who provide the raw data needed to construct a long-term strategy. [...]
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Highly influential Boards such as those at GE and Google have always kept talent development in mind when looking at long-term strategy. The Boards of these companies have relevant expertise, but most importantly they have access to several key line managers (the succession pipeline) who provide the raw data needed to construct a long-term strategy. [...]
Read More…

FirstScreen™ propels Irish job board specialists IWantANewJob
Ireland based IWantANewJob goes live with FirstScreen™, the talent assessment platform from HireLabs. Commenting on the positioning, HireLabs VP Sales, Hassan Bin Rizwan said that
…FirstScreen™ not only fulfills the much demanded talent screening solution for the Irish market, but also strongly positions HireLabs to extensively service regional markets through it’s [...]
Read More…

FirstScreen™ propels Irish job board specialists IWantANewJob
Ireland based IWantANewJob goes live with FirstScreen™, the talent assessment platform from HireLabs. Commenting on the positioning, HireLabs VP Sales, Hassan Bin Rizwan said that
…FirstScreen™ not only fulfills the much demanded talent screening solution for the Irish market, but also strongly positions HireLabs to extensively service regional markets through it’s [...]
Read More…

FirstScreen™ propels Irish job board specialists IWantANewJob
Ireland based IWantANewJob goes live with FirstScreen™, the talent assessment platform from HireLabs. Commenting on the positioning, HireLabs VP Sales, Hassan Bin Rizwan said that
…FirstScreen™ not only fulfills the much demanded talent screening solution for the Irish market, but also strongly positions HireLabs to extensively service regional markets through it’s [...]
Read More…

If you are a recruiter in San Francisco, then the only way that you can still afford to pay $3 a gallon these days to fill up your gas tank, is if you start increasing your placement rate. That’s easier said than done, because you have a growing talent pool (the unfortunately unemployed), and a [...]
Read More…

If you are a recruiter in San Francisco, then the only way that you can still afford to pay $3 a gallon these days to fill up your gas tank, is if you start increasing your placement rate. That’s easier said than done, because you have a growing talent pool (the unfortunately unemployed), and a [...]
Read More…

The cliché “Hiring the right person for the right job” continues to be loosely used by the HR industry. In order for HR to recruit “mister/miss right”, HR would need to put emphasis of conducting a job analysis, which will help HR in understanding the current and future situations that impact the position. Unfortunately, this [...]
Read More…

The cliché “Hiring the right person for the right job” continues to be loosely used by the HR industry. In order for HR to recruit “mister/miss right”, HR would need to put emphasis of conducting a job analysis, which will help HR in understanding the current and future situations that impact the position. Unfortunately, this [...]
Read More…

The cliché “Hiring the right person for the right job” continues to be loosely used by the HR industry. In order for HR to recruit “mister/miss right”, HR would need to put emphasis of conducting a job analysis, which will help HR in understanding the current and future situations that impact the position. Unfortunately, this [...]
Read More…

If you are a recruiter in San Francisco, then the only way that you can still afford to pay $3 a gallon these days to fill up your gas tank, is if you start increasing your placement rate. That’s easier said than done, because you have a growing talent pool (the unfortunately unemployed), and a [...]
Read More…

As we researched along the year, our team came up with some important debatable topics on which some expert opinions were a requisite. The discussion was posted on 6 Social Networking sites and the responses we had were amazing.
The topic stated “Which of the two holds more importance in Recruitment? Skills or Behavior?” LinkedIn alone [...]
Read More…

As we researched along the year, our team came up with some important debatable topics on which some expert opinions were a requisite. The discussion was posted on 6 Social Networking sites and the responses we had were amazing.
The topic stated “Which of the two holds more importance in Recruitment? Skills or Behavior?” LinkedIn alone [...]
Read More…

As we researched along the year, our team came up with some important debatable topics on which some expert opinions were a requisite. The discussion was posted on 6 Social Networking sites and the responses we had were amazing.
The topic stated “Which of the two holds more importance in Recruitment? Skills or Behavior?” LinkedIn alone [...]
Read More…

“I have 10 years of experience, I have strong references, excellent connections, but I can’t find a job because I’m overqualified.”

This is the story that many newly unemployed, ‘overqualified’ job applicants know all too well. Though there is often concern that hiring someone with too much experience could be risky (the main worry being that they’ll use the job as a stepping stone until something better comes along), studies have consistently shown that the benefits of hiring an overqualified candidate far outweigh the risks!

As the American economy slowly tries to recover from its devastating financial collapse, managers face a common challenge: how to handle all the eligible candidates that come through their doors.

Let’s debunk the myth of the alleged risks in hiring overqualified candidates and look at the actual benefits of taking a chance on an overqualified contender.

But first…

What Is Overqualified?

Too educated, too experienced, we call a person overqualified when their skills and/or level of education are beyond what is necessary for a certain position.

Some of the initial concerns managers have about hiring people with too much experience include:

• Boredom. Lack of challenges may cause the overqualified worker to get bored with work and leave the company.

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