The slow economy has left highly skilled professionals looking for work. These suggestions may help you bring one of these talented employees on board - and keep her there.
Thanks to the economic recession, you may have been able to snap up a few bargains: reduced rent on office space, a low interest rate on the company car and perhaps even one or two hires who are more than qualified for the positions they've accepted. Here are a few tips for managing these valuable members of your team:
Be clear about what the job entails, the prospects for promotion and your company's procedures. Just because a candidate has experience in a position doesn't mean she automatically knows how to perform it as expected at your company. Ideally, this discussion should take place prior to hiring, but it's never too late for a sit-down conversation.
A highly qualified worker is more likely to stay engaged if she's challenged. Rethink the position in broad terms, and be open to your employee's suggestions for streamlining processes or making other improvements.
Explore Alternative Compensation:
A common assumption about overqualified employees is that they are more likely than others to become dissatisfied with their wages and will jump ship as soon as a more lucrative opportunity comes along. But listening to what your employee wants and expects from the job can go a long way. If, for instance, flexible work hours are important to her, see if you can make them work for you as well.
Use Them as Motivators:
Dropping an overqualified worker into your team can create anxiety, but it's also an opportunity to set the bar higher for the whole group. Engage your highly skilled employee as a guide and mentor for less experienced team members.
Hiring an overqualified employee can be challenging, but the rewards can be worth the effort, too. It can lead to reduced training time, improved team performance and a deeper well of talent to draw from as your company grows.
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