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Why companies don’t hire overqualified candidates, ETHRWorld

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hr.economictimes.indiatimes.com | www.ETHRWorld.com

Highlights

  • Often, tasks from the candidate’s past may need repetition or reconstruction, causing disengagement or frustration upon assuming the role. Organisations aim to avoid such scenarios, considering them counterproductive for both the individual and the company.
  • The manager’s ability to connect with the team can be influenced by age differences, a factor that some companies consider when hiring individuals significantly younger or older than the team’s average age.
  • Deciding to hire overqualified candidates should be smart and connected to what the job needs. Niche positions benefit from the added expertise, while simpler roles thrive with candidates whose qualifications align precisely with the job’s demands.
  • Organisations need to go beyond these “thumb rules” as these are more relics of the bygone era of a normal arithmetic progression of careers.

<p>The concept of an upper experience cap or age limit stems from the school of thought that there shall be fitment issues in the team if a candidate is over-experienced or is senior in age.</p>
The concept of an upper experience cap or age limit stems from the school of thought that there shall be fitment issues in the team if a candidate is over-experienced or is senior in age.

Sometimes, ‘being overqualified’ could be a reason for a CV to get rejected! Well! Most job descriptions…

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