You certainly want to avoid the situation whereby you would have to recruit again for the same position after only a few months. However, it is also a mistake to phase out excellent applicants just because you think they are so good that they would not stay long. Be happy that stars want to work for you.
Do not ignore overqualified candidates
Each applicant decides independently what he wants to do and where he wants to direct his career. Do not decide for him by rejecting him only due to the fact he is applying for a lower position.
Do not demand titles
Focus on skills, not on getting a degree in a particular field of study or graduating from a certain school. Be also careful not to favor graduates from the same school as you attended. You want to see more than diplomas.
Think of your corporate culture
The applicants' ability to fit into your team and company is as important as the ability to perform a job. Consider what types of personalities can get along together.
Do not strictly follow job descriptions
The process of communication with job applicants may show that you are in fact looking for something a little different than what is written in your job advertisement. Feel free to adapt to your needs.
-Kk-
Article source HR Communication - American website focused on HR and internal communication