“There is simply no data to prove any of the negative assumptions that are often made about overqualified prospects or candidates.”
When it comes time for the HR office to fill an open work position, the task of handling recruitment services often gets complicated and unwieldy. When you have a massive pile of dozens of resumes on your desk, it can be very difficult to narrow down the long list of potential candidates and choose a select few worthy of being interviewed. Naturally, you look for any feasible reason to cross someone off the list.
One of the most common disqualifying factors, though, is one that might not be valid after all. It’s typical for HR to evaluate a candidate within seconds and size up him or her as “overqualified.” If a candidate is too good to be true, either because of educational background or work experience or what have you, then they probably are. At least that’s the way the conventional wisdom goes.
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