Hiring the overqualified: How to do it — and why to do it

With the state of the economy these days, you can expect to see a lot applications from higher level, overqualifieds (OQs) seeking lower level jobs. Should you hire them? And if you do, which ones are more likely to stay? 
To learn the answers, take a couple of tips from the book “Everything I Needed to Know about Business I Learned at McDonald’s.”
Don’t rule out people who’ve never worked in your business. In fact, that may be an advantage when hiring an OQ who’s stepping down a few rungs on the career ladder. Former higher level employees who are newcomers to the industry may have the advantage of understanding how to manage people but need a primer on the nuts and bolts of your business and type of people who work in it.
Consider people like that to be your high achievers of the future. All it may take for OQs to excel is a little ride on the learning curve, starting with a low-level job at your company. Will they stick with it? Probably, if you help show them the path to advancement and if they see the lesser job as a chance to learn the business.
On the other hand — and ironically — people who’ve worked at a higher level in your industry may not be the best candidates. Some of them are burdened with a “been there, done that” attitude about a low-level job in a field they think they know already. That doesn’t mean you’ll rule all of them out, but you will want to probe them with questions about their attitudes about restarting at the bottom.
Don’t tap-dance around the issue. Let OQs know you’re concerned about bringing someone in who’s accustomed to more money, power and prestige. Then give them a chance to impress you with a response.
Suppose an OQ responds with something like, “I just really need a job”? That’s not the worst motivation in the world. Your response: “OK, but what would have to happen to keep you here?” If the person’s needs and wants seem do-able for your organization, you may have a keeper. The key is to use questions and statement that keep the ball in the applicant’s court — and convince you that you have a worthwhile employee sitting in your HR office.