非一般求职者:招聘人员眼中的超标求职者

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Personnel Review Pub Date : 2024-02-09 DOI:10.1108/pr-02-2023-0103
Mohsen Rafiei, Hans Van Dijk
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引用次数: 0

摘要

目的关于资格过高的早期研究表明,资格过高主要与消极态度和行为有关。因此,招聘人员被建议不要聘用资格过高的求职者。然而,最近的研究表明,资格过高可能会带来一些积极的后果。鉴于对资格过高的看法发生了变化,我们研究了招聘从业人员如今如何看待资格过高的求职者,以及他们在聘用资格过高的求职者时会考虑哪些因素。研究结果研究结果显示,招聘从业人员意识到资格过高可能带来的积极和消极后果,并考虑了各种因素来评估聘用资格过高的求职者的益处。这些因素可分为三类:原创性/价值我们的研究表明,资格过高不再是一种耻辱,是否聘用资格过高的求职者取决于一系列经过仔细考虑的因素。在这三个考虑因素中,有两个因素超越了个人层面(即资格过高者),而大多数关于资格过高后果的研究和理论都没有超越个人层面。因此,我们的研究结果呼吁对影响资格过高后果的人际和环境因素进行更多的理论研究。
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Not your average candidate: overqualified job applicants in the eyes of hiring practitioners

Purpose

Early research on overqualification suggested that overqualification is primarily associated with negative attitudes and behavior. As a consequence, hiring practitioners were advised against hiring overqualified job applicants. However, recent studies have revealed that there are several potential positive consequences of overqualification. Given this change in perspective on overqualification, we examine how hiring practitioners nowadays look at overqualified job applicants, and what their considerations are for hiring an overqualified job applicant or not.

Design/methodology/approach

We have interviewed 33 hiring practitioners to examine their attitudes and considerations toward hiring overqualified job applicants.

Findings

Results show that hiring practitioners are aware of potential positive as well as negative consequences of overqualification and consider a variety of factors to assess how beneficial hiring an overqualified candidate will be. These factors fall under three categories: Individual considerations, interpersonal considerations and contextual considerations.

Originality/value

We show that overqualification is not a stigma anymore and that the decision to hire an overqualified job applicant or not depends on a mixture of factors that are carefully considered. Two of these three considerations transcend the individual level (i.e. the overqualified person), whereas most research and theories on the consequences of overqualification do not go beyond the individual level. As such, our findings call for more theory and research on interpersonal and contextual factors shaping the consequences of overqualification.

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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
期刊介绍: Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.
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