The recession has brought up many odd workplace perspectives. Here are a few:
1. Don’t hire someone who is currently unemployed – they are that way because they are unemployable.
2. Tell your current employees they are lucky to have a job – this encourages them to work harder.
3. My favorite – and what I want to talk about: Don’t hire people who are overqualified – they will just leave when times improve.
Though a person may have qualifications in excess of what a specific job currently requires, it is the future potential that should also be considered. No job remains static. Today’s responsibilities are quickly outdated by changes brought on by competition, technology, social trends and other variables. The greater impact and performance an employee can bring to an organization the better. Hiring is not just for today – it also for the future.
Today’s best employees are not those who just show up and do the defined job. Today’s best employees use their talents, strengths and perspectives to continually look for opportunities and areas to augment the business and its success. Employees who have more qualifications, and are coached to use these qualifications in addition to their regular jobs, help the organization become more competitive, more responsive and more creative. Consider changing the term overqualified to “significantly qualified.” How can a significantly qualified candidate add value for your organization? Shouldn’t you always look to have the best talent for your organization?
Consider: A previous sales manager is now hired for a customer service role. In addition to handling the role well as defined, he/she could also:
o Redefine the service standards and host departmental training.
o Initiate a needed and yet to be implement customer survey process.
o Mentor other employees in more significant service responses.
It is management’s responsibility to keep this capable employee focused on reaching for greater
performance – to understand the employee’s other qualifications and find ways to connect him making a difference using his best talents and strengths.
Not taking advantage of the best person for the job – even “overqualified” – is like selecting a cheaper quality used car when a better car is available for the same money. For the same money you can dramatically improve your experience. For the same money you get the job done and bring in someone capable of helping you grow in areas that you may have never considered. For the same money, you expand the performance capacity of your team. This doesn’t mean that anyone who is overqualified is a fit – nor anyone who is overqualified is not a fit. It just means consider everyone who can make the most significant difference.
Remember you are investing in your people. Consider each candidate for both current and future impact. Hiring is both for performance AND potential.
Please forward this to someone who can benefit from it and contact me to help you learn how to use talent-based hiring to bring in the best talent.
