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Overqualification is one of the most overlooked problems for employees across the globe. According to a survey in Landstad in Canada, at least 50% of the global working population has a perception of being overqualified. 

LinkedIn research in 2022 comments that 41% of recruiters find it difficult to fill positions at entry-level. 

76% of recruiters cannot attract the right talent at the correct cost. According to the same post, 75% of the respondent recruiters witnessed an increase in salary negotiations from the employees’ end. 

Such stats show that scouting, recruiting, and hiring the best talent is a prominent process. Candidates are becoming more aware of their compensation in the process of hiring. One of the primary reasons here is because of their overqualification. 

It’s becoming easy to access, purchase, and consume new digital skills online with EdTech channels. Even uKnowva LMS offers integrated support to its clients and their employees for continuous learning – even on the job.

However, the effects of overqualification remain and are harder to detect. The automated systems have limited knowledge of what it means to be overqualified. There needs to be a detailed analysis of the impact of overqualification first. 

Then, managers can tackle this problem by assigning more challenging jobs and offering greater incentives. 

Effects Of Overqualification On Turnover With Solutions:

Employees feel bored with their current job roles. 

Overqualification leads to boredom in current job roles. Managers need to identify the boredom in employees. They might be wasting their time, not delivering deliverables whenever required. 

There are multiple reasons or factors that add to boredom.

The Solution:

Help employees by assigning them challenging tasks using the uKnowva project, timesheets, or workflow management. Keep their hunger for challenging roles satisfied. 

Employees are searching for the next project to switch to. 

One of the dreadful impacts or effects of overqualification is unreasonable turnover. Employees start looking elsewhere and sending their CVs to competitor firms. They grow non-serious about their daily commitment when they get new offers from other companies. 

The Solution:

An overqualified employee must find the right reason to stay in the current company. For that, HR managers must identify their skills regularly. Then, check their completed and pending projects from uKnowva’s HR analytics. 

Assign them projects for unlocking more incentives and compensation. Use HR analytics to know if the current employee is worthy of their promotion. Promote on time to avoid the prediction of employees planning to quit. 

Employees might get into depression and burnout phases unexpectedly. 

Effects of overqualification also lead to depression or burnout episodes. Employees feel that the company does not appreciate their qualifications on time. They are unable to share their concerns with their managers. 

That’s when the lack of communication builds up the pressure to quit.

The Solution:

Reporting managers should create or build a rapport with their teams. That should be there even when they have an overqualified employee on the team. Employers can extend their collaboration and connection over the uKnowva social intranet using topic-wise stream chats. 

It is easy for employers and reporting managers to take timely updates from their team members.

They can assign challenging roles and responsibilities on the spot there. Additionally, they must recognise team efforts on time using the live announcements and news board. 

Overqualified employees need more social validation if they are working for less salary. uKnowva HRMS is an excellent platform for multiple opportunities for employee recognition. 

When employee recognition is on time, employees prolong their decision to switch. 

Employees might not feel the need to connect proactively with team members.

Overqualified staff wouldn’t connect easily with team members. They often have hesitation and a feeling of seniority while connecting with juniors or inexperienced people. They are prone to feel jealous, self-centered, or hurtful to see youngsters receive the promotion.

Employees prepare to quit the company if these emotions are not catered to or resolved on time. An overqualified person leaves sooner after receiving a job offer with better compensation. 

The Solution:

Reporting managers have to indulge in team-building and -bonding activities. There is a stark difference between team-building and team-bonding tasks. They have to emphasise more on team-bonding, so the overqualified person does not feel isolated. 

A uKnowva HRMS instance enables reporting managers to assign different projects to various workers together. This could include bringing people with unmatched backgrounds. When they start working with new people, there will be less friction. 

Instead, workers will grow mutual respect. Plus, teams have to be transparent to share their innovative ideas and collectively work on the same.

With this practice, overqualified people lead more demanding projects. They busy themselves spearheading projects that matter and directly impact business growth. 

Overqualified employees must communicate proactively to complete projects and unlock newer benefits/rewards. It is a smart strategy to help overqualified hires to settle into the work culture and feel that they are equally respected.

Employees might not take their current job role seriously. 

Mundane tasks often irritate overqualified or overperforming employees. They want to take the lead and be critically involved in decisions to impact profit-sharing. When they do not find that opportunity to excel in a firm, it’s obvious that they decide to leave. 

The Solution:

Reporting managers leverage the use of uKnowva’s performance management system. In addition, it integrates fully with other features like leaves and attendance, project and timesheet, and payroll. 

They can discern the total number of completed projects by a selected employee. Then, share the reports with the person and the senior-level people for their input. 

HR analytics is already intelligent. It will help talent managers with succession planning and laying out a career map for the outperforming candidate. 

When an overqualified employee receives these reports, they hit up a realisation. Their work is receiving the senior-level management’s attention with constructive feedback to excel. 

They respect this feedback process and clarity in their opportunity to get the right appraisal in time. 

Honestly, this entire system of appraisal, reviewing, and sharing feedback helps employees recognise their worth. This happens at every level. 

It is an essential move for the staff to grow more serious for their job roles. That is irrespective of their skill or seniority, once employed and onboarded.

Conclusion:

Identifying the effects of overqualification isn’t always easy or transparent. Recruiters and HR managers need to understand the employee’s psychology for that. 

A uKnowva HRMS makes it easier for these managers to discern an overqualified person. 

They can implement the above-mentioned solutions to influence employees’ decision to quit.

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