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Real-Time Talent Mismanagement in Action
Posted on November 17, 2016 at 8:56 AM |
“We’re looking for a lighter version of you.” In a business recruiting situation, they
probably don’t mean that you’re overweight.
Odds are they’re telling you that they think you’re “overqualified.” And overqualified is usually code speak for
the following: 1. You are too old. 2. You are too expensive. 3. The hiring manager would be uncomfortable
with your credentials. Perhaps even
intimidated. 4. They don’t have the forward thinking vision
to consider expanding the position, or to anticipate their future talent needs. 5. All of the above. Overqualified candidates are rarely invited to interview with the
hiring manager. Their resume or social
profile is screened and the
assumption made that the person would be bored and not motivated, so they would
underperform or leave. As a
result, the standard template rejection email is sent letting them know they
should feel free to apply for other jobs you have posted. Of course you’ll feel they’re overqualified
for those jobs too inviting the process to start over. This is completely ludicrous when you think
about it. No doubt HR has metrics, case
studies or white papers that explain why it’s always done that way. And yet, the overqualified candidate
expressed interest. They initiated first
contact with your company. If nothing
else, don’t you wonder why? For example: · They
want to shift industries. · Move to
a new location. · Travel
less or more. · Achieve
greater work/life balance. · They
just want to make a change. There could be several other
reasons, but you’ll never know because your organization doesn’t have the time or
see the need to have a conversation. And
yet, your sales and marketing organizations may very well be spending large
portions of their time and promotion budgets trying to meet those same personas. Take note; overqualified is also code speak
for: 1. Well known
and connected. 2. Influential
decision maker. 3. Knowledgeable 4. Motivated 5. All of
the above. Why
you should be networking with the Overqualified Are there unique factors you should
consider in this situation? Indeed and here
are just a couple to start: · Before you reject the candidate find
out if there is room to expand the job role in order to take advantage of
his/her background. Also, think carefully
about future needs. This situation may
present an opportunity to bring in
areas of expertise that are not currently represented at your company but will
eventually be needed. Take time to find
out what is really motivating them to make a change in order to validate
additional consideration. · If hiring is definitely not an option
make sure you examine and evaluate their social capital carefully. The last thing you want to do is to set fire
to a bridge that your sales and/or marketing team has been trying to
build. Consider creating a networking
process to introduce the candidate to key employees within your organization. That action will help your employees grow
their social capital, and at the same time soften the rejection and help keep
doors open with the candidate should your needs change. Are you still thinking about sending that overqualified candidate
your standard rejection letter? |
Categories: Human Resources, Leadership, Public Relations
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