It's always a surprise when you receive an application from someone obviously overqualified for a position. But then, perhaps it shouldn't be a surprise, as today's still-uncertain economy finds many highly qualified candidates in the job market.

While a job requisition may call for five years of experience, recruiters and hiring managers are receiving applications from candidates with twice as much work history-or more. And jobs requiring only a B.A. or B.S. are increasingly being sought by applicants with advanced degrees.

HR managers are often leery of hiring an overqualified candidate: "She'll be difficult to manage." Or "he'll leave as soon as something better comes along." Then, there's the fear some managers may have that a person with more skills would outshine them in the workplace.

Good reasons to say "yes"

Before you relegate their resume to the rejection file, consider the positives of adding one or more of these skilled professionals to your team.

1. More flexibility. "The term 'overqualified' is hugely misleading," says Len Costa, director of talent acquisition at Windmill International, which hires security-cleared candidates for government agency contracts (Air Force, TSA, NATO, et al). "If a person has skills that are applicable to other areas of our company, we can use those skills not only for the job they were hired to do, but also in the company at large. That makes the person flexible for us."

Costa notes that utilizing an overqualified candidate's broader skill set doesn't just benefit the company. "It also engages the candidate and tells that person that we value them and their experience."

2. More motivation. When overqualified candidates join a team, they often bring new energy to the group by sharing their skills and inspiring others to perform at a higher level.

They can also bridge the gap between rank-and-file and management, according to Cotton Phillips, service director for MurTech Consulting, LLC, which provides staffing services to Fortune 1000 companies and IT service firms. "The individuals can provide balance between junior- and senior-level skill sets and the expertise can come from the team, not [just] management."

3. More value. When it comes to overqualified candidates, Costa says you often get more than you pay for. "When you're hiring an overqualified candidate you shouldn't overpay, but you may have to stretch and pay at the high end of the candidate's range. In return, you're likely to get more bang for your buck because the candidate can inspire other team members, and has the additional skills and knowledge to move up quickly and help the organization grow."

What to look for

Overqualified candidate or not, make sure you make the best hire by considering these factors:

A. Conduct a frank interview. "Early on, we acknowledge to the candidate that they're overqualified," says Phillips. "I ask them to convince me why they want the job and I try to gauge whether they want the position for the right reasons." If no, then look elsewhere.

B. Do a personality check. Whomever you hire, you want to like the person because, chances are, you'll be interacting with him or her for a long time. Comments Phillips, "The person's attitude and demeanor and how well they'll fit into the work environment are still very important."

C. Set out your expectations. Some hiring managers may perceive overqualified staff members as threats, people who will try to use their additional knowledge and skills to change processes or take control. Management and HR can alleviate some of these concerns early on by clarifying where and how the overqualified candidate fits into the organization and by being specific about what his or her job parameters are.

D. Plan ahead. Look around your organization for other opportunities to maximize the overqualified candidate's skills-then use them. The more successful you are at challenging and engaging the overqualified candidate, the more your new employee will feel invested in your company and remain a strong contributor-even as the economy improves and other opportunities present themselves.