MightyRecruiterBecause of the recession, employers are enjoying the opportunity to hire better professionals, but with an increasingly competitive job market, enterprise owners need competitive recruiting strategies to match. When recruiting overqualified candidates, an effective interview will help you weed out those who will take any job from those who want this job. For this reason, you should prepare well before your interview with over qualified candidates. However, what questions do you ask this special group of recruits?
How Will Your Expertise Positively Contribute to the Company?
When recruiting overqualified candidates, it’s important to establish an even footing early in the interview. To start, give the candidate an overview of your company’s current health. Discuss how the business started and grew as well as your vision of the future. Do you want to increase sales in a certain area? Are you looking to expand your list of services? Once you’ve established this base line, ask the candidate how they will aid the company mission and growth. From the answer, you’ll start understanding if the candidate can do more than complete the job adequately.
How Have Your Effectively Used Your Skills in the Past
Asking questions to assess the skills of your candidates is staple of any interview process and it’s no different when recruiting overqualified candidates. As with the company contribution question, you may want to preface your question. Give a brief overview of what kind of skills you’re looking of and have been helpful to your enterprise in the past. Why is this type of question important for an obviously qualified and competent candidate? You’ll gain insight into this candidates work process, which will help you understand if he or she will fit with the company culture.
What Motivates You to Be Successful?
In the interview, you’ll need to address the challenges of recruiting overqualified candidates with questions about motivation. Especially if you’re in a small business, you need to understand what might happen once the honeymoon period is over and they candidate has gotten used to the excellent break room rapport. For this reason, you need to understand what keeps the professional motivated, so you will know if your company environment can provide for him or her. For example, if a positive work environment is a high motivator, the professional may fit into your company culture. If he or she wants a good chance of advancing quickly in a company, you might not be able to meet this expectation.
Discuss Instances Where You Were Effective With Limited Resources
There is absolutely no point in hiding what your company can give your professionals. Many small business and even larger enterprises have limited resources, especially if you compare with pre-recession levels. These days your most effective employees are skill at doing more with less. When recruiting overqualified candidates, you’ll want to ensure they can work with the resources at your company’s disposal. Follow this discussion question with questions like: – What frustrated you the most about the experience? – What were the final results of your efforts? – How did you augment existing resources?
Why Did You Choose to Apply for a Position With This Company?
The good news for employers is the recovering market drives a wealth of applicants to most job postings. The bad news is many of these professionals will take any job because they need employment. However, it’s entirely possible that these overqualified candidates are applying to your posting because they’ve decided to seek employment fits them. To figure out who is who, ask why the professional wants to be with your company.
Do You Have Any Questions for Me?
Asking for questions from the interviewee in the case of overqualified candidates is much more than a formality. While you certainly want to make sure the candidate fits your needs, you also want to meet the candidates’ needs if you’re trying to attract top talent. Before this point, candidates are trying to convince you to hire them. With this question, you have the chance to build a more compelling case for your company. Address the interviewee’s concerns in a positive way and if possible, make your company seem like a top-notch employer with plenty to offer the candidate. Find the right talent for your business is a challenge, especially when you’re dealing with overqualified candidates. You have to strike the balance of selling your position and vetting the candidate thoroughly. If you want more information on recruiting for your business, use other Resume Builder articles and resources to help you devise a strategy.