HireCentrix - ViewPoint
QUESTION: I currently have several positions open, and the job descriptions clearly outline the experience necessary. I'm drowning in applications from overqualified people. However, I fear that if I hire overqualified applicants, they will leave as soon as a better job comes along. So I prefer to hire candidates ready to move up or laterally. Is it worth considering overqualified candidates? Or can we add something to the job description to improve our applicant pool?
- Character first.
- Experience second.
- Schooling, third and last.
- (This is an important first step.) Pull your "Help Wanted" ad off the market. This may seem counter-intuitive but it's not. It's strategic. Your ad is attracting people who were not bothering to seek employment with you prior to your openings. They responded only because you posted an ad. In a tight labor market, you can afford to be picky about who you hire. With that in mind, first look to the list of people who applied to you BEFORE you advertised the job. They are the real self-starters and ones who showed an interest in your company before you opened it up to anyone with an impressive résumé Once you sift through the old applications, if nothing of quality comes up (character – not experience), then reconsider posting the ad, but in a different way (outlined in next step).
- Consider turning the jobs into time-limited projects for the short-term. Most unemployed job-seekers are happy to participate in full-paying short-term projects to keep their skills sharp and you don't have to worry about keeping a dud down the road. You get to feel each other out and make sure you're both comfortable with the fit. If you find a good one, make them a serious offer. Consider this as a baseball training-camp walk-on try-out. You may want to keep some in the job. Some you may want to move to another department/job because they are better suited for it. Some will simply not work out and you will not renew their term-employment. It's OK. They knew that was possible right from the beginning.
- Put some metrics on the project or the short-term position. Ensure that there is a benchmark to start and goals/targets that must be met. Advertise that they are term-positions with a possibility of extending the term at the end of the contract. This way, you give people an opportunity to show their character, their diligence and their aptitude (all adding up to engagement) without the need for a long-term commitment and there's little chance of people quitting right after you've trained them. Some will rise to the occasion. Some won't bother. Some will shine. Some will fail. Some will stay. Some will leave. Those that stay will do so because they want to. Those that leave will do so with more work experience added to their résumés.
Kevin Burns - Workplace Expert, has a vision: "To transform workplaces, one by one by one, to make them Radically Functional." He's not trying to change the world, just the workplace.
As a speaker, management consultant and seven-time author, Kevin Burns works with managers, front-line supervisors AND the people they manage offering workplace engagement strategies and practical advice on communication, HR, management, motivation/culture and corporate safety performance challenges. Not always HR's best friend, Kevin Burns puts every department under the microscope. No one gets a free pass. It's time to get serious and "Make It Work!"
Make It Work! with Kevin Burns at: http://www.kevburns.com
Solve the Challenges of Recruiting Passive Candidates: | onlineWednesday, 05 June 2013 13:00
The Bob Marshall Group, International : “Excellence in Recruitment Training” | OnlineTuesday, 28 May 2013 00:00
Hiring Our Heroes Employment Fairs - Ongoing - | NationwideTuesday, 19 February 2013 00:00
Add Your Event for Free | OnlineThursday, 13 December 2012 00:00
Did you know...
The 77 million people that make up the US small business workforce would rank as the 17th most populous country in the world, just ahead of Iran;
Recruiting / HR Jobs
We have 275 guests and no members online
* The Lounge Podcast *
Read More Articles
- GAY RECRUITING - LGBT Staffing Critical to a Diversity Strategy
- It's the Height of Audacity to Claim a Skilled Worker "Shortage" When 20% of American Skilled Craft Workers Are Unemployed
- 2012: Ready…Set… HOLD!
- 3 Ways To Stop Overcommitting
- Catch phrases recruiters should NEVER use!
- Separating Wheat from Chaff in Job Search Advice & Training
- Christmas, Holidays?? Bah, who needs them? Ban 'em all