As the economy begins to recover, many small business owners plan to hire in to help cultivate business growth. Yet a more competitive hiring environment will require a better recruiting strategy. When interviewing applicants who are more qualified, older or more experienced, begin by asking an interview question that creates an equal footing. Start by talking about how you got your business to where it is today, suggests Nan Langowitz, professor of management and entrepreneurship at Babson College.
Share your vision for the company and what you need — such as a more diversified distribution channel. Conclude with a question: How can your expertise help me? The best interview questions incorporate what you know about your business and what your business needs. For instance, list the skills and characteristics that keep you from expanding your business. Your list of characteristics can then be used to create a values-based interview strategy that will enable you to match the candidate to your corporate culture.
Interviewers ask this question because they want to make sure the candidate they decide upon will stay in the position and not hop quickly to a job that better suits their experience, skills, and abilities. They want to distinguish between candidates who are genuinely interested in the role at hand versus ones who are just eager for any type of employment, and will quickly move on if they find a role more in line with their experience.
This is also an opportunity for interviewers to confirm your qualifications, and to find out what's making you interested in the role. In your response, you'll want to show that while you have higher qualifications than the job calls for, it's still a role that you want. There are a few different potential strategies you can use. For example, you can refute the premise, and note that you think you have the precise qualifications the job calls for. Or, you can talk about other motivations—such as an improved work-life balance or the ability to mentor others—that make this role a good fit for you.
These examples may help you craft your own answers to this question. Fortunately, I've lived enough years to have developed a judgment that allows me to focus on the future. Before we speak of past years, past titles, and past salaries, can we look at my strengths and abilities and how I've stayed on the cutting edge of my career field, including its technology?
Why It Works: In this response, the candidate reframes the question, and pivots to a conversation about their strengths. Why It Works: This response shows that the candidate has a good motivation for taking a position that might be perceived as lower-level. As you note, I've worked at a higher level, but this position is exactly what I'm looking for. You offer the opportunity to achieve the magic word: balance.
I'm scouting for something challenging but a little less intense, so I can spend more time with my family. Why It Works: This candidate provides a clear reason—work-life balance—for why they're willing to take a position that they're overqualified for. I'm here because this is a company on the move, and I want to move up with you. With more than the minimal experience to just skim by, I offer immediate returns on your investment. Don't you want a winner with the skill sets and attitudes to do just that?
Why It Works: This response shows that the candidate will be motivated on the job. Plus, the candidate is able to pivot to talking about what they'll offer the company if hired. My family has grown. And I am no longer concerned with title and salary—I like to keep busy. A reference check will show I do my work on time and do it well as a team member. I'm sure we can agree on a salary that fits your budget.
Covid created an environment in which people were hungry for work. For many, a fear of job scarcity created pressure to accept jobs they otherwise would not have. Ask why they are interested in working for the company and the position they are applying for.
What are they needing and wanting from the position and company? Where do they want to be within the next year, three years and five years? These questions will help you determine if the candidate is a fit for the position and the company.
As a firm policy, I do not hire any overqualified candidates. I value the potential over the proven. Hiring managers need to look for the raw goods to do the job and someone who will meaningfully add to company culture. Overqualified workers are good for innovation and productivity yet usually leave early for better opportunities for employment. I recommend developing a financial incentive for the staff member to stay with the organization.
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