The Job Market Is Flooded With Overqualified Candidates—Here’s How They Can Supercharge Your Team
New survey data shows employers aren’t rejecting candidates with more experience than they need for vacant positions, and are benefiting from their deeper expertise.
For decades, businesses hesitated to hire candidates whose skills and experience exceeded job requirements, fearing these overqualified hires would quickly become bored and leave for more challenging roles. However, a recent survey of 1,000 U.S. HR executives by Express Employment Professionals reveals a notable shift: 70 percent of hiring managers now regularly consider overqualified applicants, valuing the extra strengths they bring despite lingering concerns.
The survey highlights that employers increasingly recognize benefits from overqualified hires. Half of respondents noted such candidates bring greater confidence to their roles, while 48 percent said they are more productive. Additionally, 47 percent appreciated their superior decision-making skills, and 45 percent valued their ability to start immediately with minimal training. Nearly half (46 percent) also commend overqualified employees for mentoring less experienced colleagues.
Despite this progress, some reservations remain. Nearly 75 percent of managers still believe overqualified hires may leave sooner for better opportunities, and 75 percent think these workers struggle to stay motivated once settled. Consequently, 58 percent sometimes prefer to train less skilled employees to avoid higher turnover risks.
Younger job seekers are wary of this changing landscape. Among Gen Z and Millennials, 67 percent and 60 percent respectively feel they cannot compete with overqualified candidates. Many in these groups believe companies favor the more experienced, valuing the additional benefits they bring. Yet, most—87 percent—agree it’s appropriate to apply for jobs where they are overqualified, with 65 percent having done so, often motivated by financial needs, better work-life balance, or passion for the profession.
In today’s tight job market with limited hiring, overqualified candidates are unlikely to avoid roles below their skill level. To navigate this, Express Employment International’s president Bob Funk Jr. advises employers to take a pragmatic approach—focusing on skills-based hiring tailored to the specific needs of the job and organization. He emphasizes that while overqualified candidates provide access to top talent, aligning their abilities and ambitions to the role is essential to reduce the risk of quick departures.
For decades, businesses hesitated to hire candidates whose skills and experience exceeded job requirements, fearing these overqualified hires would quickly become bored and leave for more challenging roles. However, a recent survey of 1,000 U.S. HR executives by Express Employment Professionals reveals a notable shift: 70 percent of hiring managers now regularly consider overqualified applicants, valuing the extra strengths they bring despite lingering concerns.
The survey highlights that employers increasingly recognize benefits from overqualified hires. Half of respondents noted such candidates bring greater confidence to their roles, while 48 percent said they are more productive. Additionally, 47 percent appreciated their superior decision-making skills, and 45 percent valued their ability to start immediately with minimal training. Nearly half (46 percent) also commend overqualified employees for mentoring less experienced colleagues.
Despite this progress, some reservations remain. Nearly 75 percent of managers still believe overqualified hires may leave sooner for better opportunities, and 75 percent think these workers struggle to stay motivated once settled. Consequently, 58 percent sometimes prefer to train less skilled employees to avoid higher turnover risks.
Younger job seekers are wary of this changing landscape. Among Gen Z and Millennials, 67 percent and 60 percent respectively feel they cannot compete with overqualified candidates. Many in these groups believe companies favor the more experienced, valuing the additional benefits they bring. Yet, most—87 percent—agree it’s appropriate to apply for jobs where they are overqualified, with 65 percent having done so, often motivated by financial needs, better work-life balance, or passion for the profession.
In today’s tight job market with limited hiring, overqualified candidates are unlikely to avoid roles below their skill level. To navigate this, Express Employment International’s president Bob Funk Jr. advises employers to take a pragmatic approach—focusing on skills-based hiring tailored to the specific needs of the job and organization. He emphasizes that while overqualified candidates provide access to top talent, aligning their abilities and ambitions to the role is essential to reduce the risk of quick departures.