We can see cases of overqualified workers or job seekers all around us. For example, a mother who wants to go back to work after maternity leave, but her company can only offer her a job that is not on a level that reflects her qualifications. Other examples may be specialists who have lost their jobs due to layoffs, and can't find new jobs because there are very few opportunities in their narrow field of specialization.
Some time ago we wrote about why companies should not blindly reject overqualified candidates and added some tips on how to conduct job interviews with them. Today let's look at some practical recommendations on how to make the most of their potential and retain them longer. The following tips were published on Recruiter.com.
1. Make them mentors and trainers
The ability of overqualified employees to share knowledge by training others can increase their motivation. The feeling that they are performing meaningful work and that they can grow further, even if they already excel in their field, can be more a powerful motivator than money or a promotion that is currently impossible.
2. Increase their responsibilities
Even if you can't offer promotions, there are always some activities that can offer overqualified employees the opportunity for development. Find them some administrative or organizational tasks or even individual projects which will enable them to acquire new knowledge and skills.
3. Find challenging projects
First of all, find out whether your overqualified employees are happy that they can perform a less demanding job, or whether they want more challenges. If they want a challenge, give it to them. The best projects for overqualified employees include stretch projects or any activities that forces them to step out of their comfort zones and show they can do more. Then give them more freedom to do their work. They will not need close supervision in most cases.
4. Encourage open sharing of ideas
Overqualified employees may come up with many ideas to make things better. If you do not listen, they will soon become frustrated. That is why you should allow them to come up with possible improvements and also to implement these ideas in practice. Turn frustration into innovation.
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