Hugely overqualified person has applied for our job. Can I contact them for informal chat?

[dumpling23]

That's it really. We advertised for part-time fixed term post in our very small organisation - it's a gateway job really, partly to help someone get a foothold in the sector, as well as to do some necessary work for us. The deadline has closed and I've seen a senior individual in an organisation we often work quite closely with has taken the voluntary redundancy offer there (major restructure going on) and applied for our little job. They give personal reasons for wanting a part-time and for keeping a foot in the sector. This person is lovely and amazing, exactly the kind of person any organisation would want.

As it happens, our own organisation is in a complete mess so having this experienced person in for a fixed period of time to help with some of the fixing that needs to be done would also be a real bonus to us. But it does all feel a bit too good to be true. I'm inexperienced - working in a voluntary role, and we're too small to have HR or anyone in the organisation who has wisdom or experience for this kind of situation.

The deadline has passed. Is it appropriate to contact this person for an informal chat before calling them to interview so as to clarify what we want and need and ascertain whether this is a good fit all round?

Or is it the right thing to simply shortlist them, interview them with a few others, offer them the job (if they do well), and then have those discussions afterwards?

Just interview and if they are the best candidate appoint. Don't assume they want to work at a higher level than you are paying them for though.

I have appointed overqualified people twice, once in my last organisation and once in this one and they are/were both wonderful. I agree, interview them and then ask a couple of exploratory questions in the interview, and providing they are genuinely willing to do any of the more mundane or junior tasks, then it could work out well for everyone.

Are you considering them for a little job or paying them for a little job but expecting them to do a big job? I'd interview them regardless of the deadline - but just be clear about your organisation's motives. I've seen it work well with an junior accounting position - they were promoted to their (very senior) level within a year (a position became vacant) but they were keen to do a good job regardless of the level and had a reputation for have an easy going, eager to please nature.

Thanks so much everyone! We're interviewing for a little job, but the responsibilities are a bit undefined so I imagine in reality after a bit they'd work at a higher level because they have so much experience, but I guess that's an issue for further down the line. They're a wonderful person - wise, mature, competent - so I'm hoping for the good outcome that some of you mention.
Hopefully they'll ace the interview, and we can start the discussion from there.
Thanks again all!

I do a job I'm
Over qualified for because I have a son with special needs and I didn't want responsibility. Also my dh has a fantastic job so I can afford to .. I go to work for company ! Don't write them off please! I love my job !

I also have had periods doing stuff I'm.overqualified for simply because there is more to life than work. See if they are the best person and take it from there.

Imo it would be inappropriate to discuss before the interview, unfair to all the candidates. You can chat afterwards if they are in the running.

They'll be open to the question in the interview they know their level.
But I've applied down before and stated my intention in the interview to remain at that level and have subsequently been pushed into higher level work because it kills some managers not to use up every last ounce of available skill regardless of what they're paying for it. Be sure of what you want from this person, the odd nod in the right direction would probably be OK, getting them to take over the restructuring probably not OK.

We had this with a recent vacancy, two clearly over qualified applicants. Only one accepted the interview and when asked why they wanted the role it became apparent they wanted a much greater salary than we could offer (in fact a higher salary than most in the team, for a junior position!). The salary range was in our advert, they claimed not to have seen it.
Just ask the Q at interview.

You can't expect them to do more than is listed on their job description, in line with pay. They might be looking to take a role they'll find easier for whatever reason but you can't expect 'expertise' if you're paying entry level.

I have appointed a very over qualified person once - they were wanting less to take on. They were marvellous. I was never able to repeat that miracle!

Interview and discuss.

I do a job I am overqualified for. In fact I am more qualified than my boss. I do I it because I wanted a work life balance. I'm very aware of my role and responsibilities and my level of authority. I don't work over that without my boss' authority or my desire to do so.

It works really well in the main. She could be a brilliant fit for you.

We're interviewing for a little job, but the responsibilities are a bit undefined so I imagine in reality after a bit they'd work at a higher level because they have so much experience
Would you pay them at a higher rate for this then?

You're all so helpful - thank you. This is a small charity and I'm an unpaid trustee and not experienced at hiring, so I'm really grateful for your input.
It's not at all a question of ruling them out - I just can't really my luck that they want to join! But obviously, as a small org with limited funds, there isn't very far for them to go. I do really hope it all works out!

@Jumbojem

We had this with a recent vacancy, two clearly over qualified applicants. Only one accepted the interview and when asked why they wanted the role it became apparent they wanted a much greater salary than we could offer (in fact a higher salary than most in the team, for a junior position!). The salary range was in our advert, they claimed not to have seen it. Just ask the Q at interview.

The salary range was in our advert, they claimed not to have seen it.

That application should be filed under WPB!

Suprised that you are wondering how well they will do in the interview. You know they can do the job at a higher level than expected. As long as they are happy with the salary not sure why you wouldn't hire them.