In order to effectively avoid the negative impact of over-qualification, leaders can establish cooperative relations with educational or training institutions before recruitment, so that the professional setting and teaching content of the school are closely linked with the production practice of the organization; Conduct job analysis during recruitment, accurately understand the vacant positions and their characteristics, and publish detailed job descriptions and organizational profiles to help guide young candidates to choose jobs accurately.

After the appointment, the interviewer who has a certain understanding of the employees will help arrange the employees to join the company, set up reasonable promotion channels, constantly improve the ability of leaders to recognize people, strictly follow the principles of fairness, justice and openness, allocate internal resources of the organization, appropriately delegate power, and guide employees to develop excellent qualities of humility.

Excessive influence

A sense of being overqualified means that an individual thinks that his education level, experience, knowledge, skills and abilities exceed the job requirements. Employees' sense of being overqualified is a common phenomenon in organizations, and it has gradually become a hot topic in organizational behavior research. The influence of overqualification on employees' cognitive feeling, emotional experience, work attitude, behavior and performance.

And physical and mental health. The intensity and nature of the influence depends on the personal characteristics of employees and the characteristics of their situation. In addition to the negative effects, the sense of being overqualified has certain positive effects on employees' active behavior, in-role performance and innovation performance, as well as the nonlinear effects of positive U-shape and inverted U-shape.