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HUMAN RESOURCES ❖

Sometimes Too Much May Be Just Right

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By Holly Culhane, SPHR

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92 Bakersfield Magazine / Presented by: Bakersfield Memorial Hospital

Okay—I admit it. I’m a sucker for the old sitcoms. There is something intriguing about reverting to a “simpler,” less complicated time. In today’s economy, we’re witnessing an interesting phenomenon with so many people out-of-work or underemployed. Some of these individuals are discovering that simplifying life has its advantages, such as more time for family and the time to discover and develop those relationships that make life truly meaningful. Sometimes less really is more. This can be good news to employers looking for the absolute best workers possessing multiple talents to handle a myriad of tasks in a shrinking workforce. Often in the past, and still lurking about now, is the notion that “overqualified” employees are a poor job risk. The argument runs something like this: “they’re just waiting for something better to come along, they’ll be bored, they must be a trouble-maker if they’re willing to work below their skill level, they must be out of work and desperate.” However, many job seekers today are looking for a better life/work balance and are not always trying to meet or exceed their previous job responsibilities. In today’s market, especially in certain industries, every job posted results in a plethora of applicants. In an October 2009 article in HR Magazine titled “Sometimes More is More,” by Steve Taylor, human resources professionals admit that with so many candidates from which to choose, the temptation can be to only consider those who exactly “fit” the job qualifications. But what about the overqualified candidates who exceed the requirements for the job—should they be considered? The trick is finding out why this person is applying for your specific opening. Applicants have some responsibility here, as well. If you’re seeking a job at a level below your experience or job skills, be sure to make it clear why you want this job. Stress the positive reasons which could include more time for a personal life, a desire to work for a forward-thinking firm with room for advancement, wanting to be in a positive environment, etc. Karen Bonanno, owner of Snelling Staffing Services, says, “Part of the battle for the applicant is getting their resume past the first round of cuts. There are many valuable second and third career candidates on the job market these days and I have found that a carefully written resume, along with a proper introduction, is sometimes the key to moving on to the personal interview phase.” Overqualified applicants offer several advantages for a hiring company, such as learning the job quickly, which allows the new hire to contribute to the organization with a minimum of training, helping develop and mentor other employees, and a willingness to work at a lower rate of pay because of fewer responsibilities but still with a wealth of expertise to benefit the company. The bottom line is clear. Overqualified candidates may be just what you need to strengthen your organization’s knowledge base and help you through difficult economic times. And who knows? As the economy recovers, and everyone and everything evolves, some of those “overqualified” employees may become your company’s leaders! Contact Holly Culhane of PAS Associates for your human resource needs, (661) 631-2165.

26-6 • Go Red/Women in Business  

Annual Go Red Issue featuring Ladies in Red, Women in Business, kern county, healthcare, health, fun, foodie, food, cheap eats, charity, bak...

26-6 • Go Red/Women in Business  

Annual Go Red Issue featuring Ladies in Red, Women in Business, kern county, healthcare, health, fun, foodie, food, cheap eats, charity, bak...

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