| A manager of a small business recently posted a job | | | | candidate agrees with the company's mission, |
| opening for a mostly clerical type job. A degree is not | | | | philosophy and goals as that is where retention lives. |
| required and generally neither is judgment. She also put | | | | At the same time be honest with the applicant; if there |
| the level of compensation clearly on the job posting | | | | is very little opportunity for advancement, tell them. If |
| and worked very hard to not over exaggerate the | | | | they seek challenge, outline the kinds of challenges |
| importance of the position. | | | | they are likely to face. |
| The problem is that nearly every applicant so far has | | | | You also may find that people are looking for work |
| been what I would consider overqualified. Most have a | | | | that doesn't demand 60-80 hours per week of their |
| degree of some sort and have extensive work | | | | time. I know several people who have left |
| experience. She says that she not necessarily | | | | management for administrative positions so they could |
| opposed to hiring someone overqualified people but | | | | spend more time with their family. |
| she fears that once they get hired that they will be | | | | I have left the corporate environment where I was an |
| either unhappy or they will leave as soon as something | | | | Assistant Grocery Manager. Since then I have |
| better comes along. | | | | operated all my companies from my home. I first was |
| She started thinking about how to word interview | | | | starting with a web design company with up to 15 |
| questions so that she can weed out those who will | | | | employees at any given time, to my current HR |
| jump ship as soon as something better comes along | | | | consulting business with 3 employees. I have following |
| and who will stick around. She doesn't think flat out | | | | in the footsteps of one of my friends in Hawaii who |
| asking will get an honest answer (as I have | | | | operates a successful mortgage broker business from |
| interviewed for jobs myself and can't imagine telling an | | | | his home Hawaii Kai. This is one of the most serene |
| interviewer something like that.) | | | | places to live and work in Hawaii away from the |
| This is a very common situation in a very competitive | | | | stress filled city limits. |
| labor market. There are a number of factors are at | | | | There are many reasons why highly qualified people |
| play here. Who's to say what's overqualified? Is this a | | | | apply for more entry level jobs, including changes in |
| code word for ageism -- you're too old? If you're | | | | their family life that might be requiring more time and |
| afraid someone is going to use your company as a | | | | energy than they have to give to a higher-level position. |
| resume builder and then move on, maybe it's time to | | | | Or, they may be looking at making a career change, |
| do a market survey of salaries and get competitive. | | | | and are aware that some of their skills are |
| There are people that may see your company as | | | | transferable but are not sure about others. |
| attractive and would sweep floors just to get in the | | | | Verify that the individual has read the job description |
| door. Not everyone's career is a smooth elevator ride | | | | (and be sure to provide one at the interview). You can |
| to the top. Sometimes it's more like the kid's game | | | | also ask what it is about the position that has attracted |
| "Chutes and Ladders" -- you move two spaces | | | | them. You can also ask about what other types of |
| forward, land at the wrong place, and you're | | | | positions they are applying for, including other |
| "downsized/rightsized" back three steps. So now | | | | companies, to get a better idea of whether they are |
| you're "overqualified" but willing to do a great job for a | | | | just fishing for anything in a tight labor market, or are |
| company that will give you a chance. One of the | | | | targeting a specific position or business type. |
| reaons people hate HR and why HR professionals | | | | Keep in mind that as the baby boomer generation |
| can't get a "seat at the table," is that HR people act | | | | begins to retire, we are going to be faced with filling |
| like fortune tellers who can predict who'll be with the | | | | more and more positions with people who may have |
| company 10 years from now (assuming HR hasn't | | | | work experience and education that exceeds the job |
| downsized, rightsized, or resized them). | | | | requirements. However, this also provides opportunities |
| First, if your company is seen as an employer of | | | | for organizations to re-evaluate positions to provide |
| choice, then people will see the position as a foot in the | | | | more growth and development opportunities for the |
| door. They will want to work for your organization in | | | | incumbent to improve productivity levels without having |
| any capacity. | | | | to increase staffing levels. |
| Secondly, many communities in the U.S. have a very | | | | With that in mind, there is yet another option here, and |
| low crime rate, universities, and several smaller | | | | that is to create casual (on-call) positions for the baby |
| colleges, arts, and sports teams which are criteria for | | | | boomers who are about to retire, and offer them |
| most people who want to raise a family. Example of | | | | these positions to keep them on board on a limited |
| such communities exist in the state of Hawaii, which | | | | bases. Casual (on-call) positions are mostly found in the |
| currently has unemployment rate of only 3.2 percent. | | | | hospitality and retail industries. Examples of such |
| People want to raise families in these types of | | | | companies that use casual positions include: Hilton |
| communities are willing to accept positions below their | | | | Hawaiian Village, Sheraton Waikiki, Foodland, and |
| qualifications in order to do so. These are the types of | | | | Safeway. Baby boomers who are offered these |
| people that don't care how much they are paid as long | | | | types of positions can still enjoy semi-retirement, keep |
| as they are happy. A happy employee is a productive | | | | their skills fresh in case they want to come out of |
| employee. | | | | retirement, as well as keeping key skills with the |
| Most importantly, you should still make sure that the | | | | organization. |