Recently I read an article which was building a case to hire overqualified candidates for your open positions.  With the economy making a slow comeback there are more candidates applying for positions which may be overqualified for their skill set.

 A positive of hiring an overqualified resource is the flexibility they can bring to the team due to their previous roles. They may be able to bridge any gaps in your current team. Another is the motivation it may bring with the existing team to continue with their performance and the mentoring which may transfer in a given team.  The last positive is achieving more value as you may get more than you paid for with an overqualified resource.

 The pitfalls to avoid is to have a realistic interview and take time to outline how their role will be in the team.  Ensure there are parameters expressed to the candidate as to his or her role.   If there is an opportunity for continued growth in the company be sure to discuss the growth potential.  The pay scaled may be tapped out with an overqualified candidate, so you may need to set the direction of possible next promotions to retain the staff member.  

 The next time an overqualified resume passes your desk take the time to explore the candidate as it may pay dividends to really find out the capabilities of the candidate.