It is not uncommon for a highly qualified graduate or more experienced talent to end up in a job for which they are clearly overqualified and/or over skilled. This can potentially be seen as a form of cheap labour for employers because there are invariably always more talents available than there are open roles available.
Perhaps this is a reflection of some economies where there is a shortage of unskilled labour and an oversupply of highly qualified skilled labour leading to this mismatch of talent. This is not a new issue but as economies contract and the number of fresh qualified graduates coming onto the market continues to rise it’s not a problem that is going away any time soon. For candidates that get stuck in positions for any length of time where they are overqualified or over skilled it can have a detrimental effect on their resume and future career prospects. If they become bored and dissatisfied, they are more likely to leave giving the recruiting manager higher-than-normal staff turnover.
What are the measures that recruitment managers put in place to avoid as far as possible the recruitment of over qualified and over skilled candidates? Many larger organisations proactively seek out highly qualified and skilled employees who may have ended up in an unsuitable position somewhere. Human resources should be identifying this talent and creating a Fast Track or accelerated promotion route with a selection and placement service to get these talents into more appropriate roles. Of course, there are highly qualified fresh graduates who have no desire to do a job related to their qualifications and skill set and prefer a more menial admin job with no stress. This can happen in the digital tech space where a developer may prefer simple coding to managing projects and will proactively go out of their way to avoid getting promoted to a more responsible position.
Hiring software tools can help to more accurately match a talent’s qualification and skills to open roles. Many recruitment and selection process have become ‘evidence’ based where qualifications and resumes are ignored. The candidate completes a series of answers and provides evidence of their experience to match the skill required. Whilst this approach can work for some roles it does contribute to more talents ending up in roles for which they are overqualified and over skilled.
One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment using any channel is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.
Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.