Is it Beneficial to Hire Overqualified?

Many companies or the recruiting departments are always in the dilemma whether to hire over qualified people or not. Even though the job profile demands such a kind of person they fear to hire them for various reasons, may it be high pay or the stability factor. Overqualified does not always mean that the person is possessing higher educational qualification which is not required for that particular job, it also means that the people with more experience in the respective field and the people who have worked in higher designations in their previous company. Let us discuss the advantages as well as the disadvantages of hiring over qualified people.

External Recruitment-Sources and Benefits

External sources of recruitment have to be solicited from outside the organization and getting external candidates costs lot of time and money for the organization. In this process the human resource department in the organization screen resumes of candidates who have applied, and select resumes that are qualified for the position.

Know the Purpose and Importance of Recruitment

It is critical for any company to recruit and retain qualified employees. This is an important concern for all organizations regardless of size and economic environment. Thus recruitment has a lot of importance.Recruitment helps in providing an organization with a pool of candidates. It improves the effectiveness of an organization. The success rate of selection depends on the qualified pool collected. Affirmative action goals of an organization can be met by recruitment.

Types Of Interviews In The Hiring Process

Interview is a common selection tool in the hiring process. Interview is intended to obtain oral information through response to oral questions. Interview can be structured one and unstructured one. In the structured interview, the interviewer prepares a sequence of questions in advance. In the unstructured interview, there is no set format.

• Situational: In this type of interview the candidate is asked about questions regarding job related situations.
• Behavioral: In this type of interview the interviewer checks the candidate past behavior in different situations by asking situation based questions. The logic behind this type of interview is that the past behavior is a good predictor of future actions.
• Relational: In this type of interview the candidate is asked about job related questions.
• Stress Interview: The interviewer tries to make the applicant uncomfortable by asking rude questions. The type of interview identifies the candidates who might be overly sensitive, or those with low or high tolerance.