> We knew we can't hire him, he would be bored here and soon ask for more money, which the company didn't have. I recommend giving anyone who appears minimally

> We knew we can't hire him, he would be bored here and soon ask for more money, which the company didn't have. I recommend giving anyone who appears minimally qualified the benefit of the doubt & see what they have to say before denying them a shot at meaningful employment. I used to run a recruiting company, and I couldn't afford to pay very much. For example, I hired my first assistant as $15/hour USD when I was paying myself $12/hour USD. This was in San Francisco, CA where a that kind of money doesn't go very far. Almost everyone I hired was overqualified, but that never seemed to matter. Before I hired anyone, I said something like... "Look, I can only afford to pay you $X, and you'll duties will be A, B, & C. You look like someone who could get a job that's half as hard & pays twice as much. Why do you really want THIS job?" If they gave what sounded like a sincere answer, I'd hire them. It was as simple as that. One of my applicants had an MBA from a fancy school and had worked in sales at a prestigious investment bank. When asked why the heck someone with that kind of background would want to do entry level office work that doesn't pay very well, the applicant plainly said, "My partner is starting a hedge fund, I help my partner with in bootstrapping the fund, I'm looking for a little extra money at a job with flexible hours, and I enjoy this kind of work." That "overqualified" applicant was hired, and turned out to be one of my best workers. When you pre-judge an applicant based on the appearance of too much experience & too many certifications, you are denying that applicant & yourself the opportunity to explore what could be an amazing employment relationship for both sides.