Hiring Star Performers Can Be a Mistake – The Dangers of Overhiring
By Michelle Malay Carter on May 7, 2008
Overhiring Trumps Underhiring
Our data shows one in five people is in a role that does not tap their full capacity, i.e. they’ve been overhired in a role. In contrast, only 15% are slotted in roles that they simply do not have the mental bandwidth to handle. So our data shows that overhiring is a larger problem than underhiring. Either shoots engagement in the foot.
Last week, I taught a course called Judging Candidate Potential. It was as much about teaching first level managers how not to OVERHIRE as it was to teach higher level managers not to underhire.
Why Understanding Work Levels is an Imperative
We’re back to work levels, folks. You have to understand the work in order to hire someone whose cognitive capability matches the complexity level of the work. If you overhire, they’ll be bored and will annoy their manager. If you underhire, they won’t do the work you need done.
Extra Capacity? – Extra Time for Complaining, Criticizing, Gaming the System
My experience and that of my clients is that overhired, thus underemployed, individuals wreak more havoc, more quickly within organizations than those who are incapable.
I wrote about this in an article called, What to Do About Attitude Problems? Promote Them! When I wrote the article, quite a few people called me and said, you wrote that article about me didn’t you?
Being Underemployed Hurts
Have you ever been underemployed? My friend and fellow blogger, Forrest Christian, equates it to being forced to work standing in a 3 foot attic crawl space all day. Sure, you can do it, but it’s exhausting – mentally and physically.
With all the flap about the war for talent, I’m amazed at all the talent that currently resides within organizations – untapped. I’m OK. You’re OK. Let’s fix the system.
What’s your experience been with underemployment?
Photo Credit: Dennis G. Jerz, Somewhere Nearby is Colossal Cave