--- title: Hiring at the Top of Your Salary Range? Here's Why It's Not a Good Idea description: In your hiring process, choosing someone overqualified for a job may backfire. 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Here's Why It's Not a Good Idea 4:25 # Hiring at the Top of Your Salary Range? Here's Why It's Not a Good Idea By [Lacey Conner, SHRM-CP](https://blog.axcethr.com/author/lacey-conner) on [Jun 03, 2020](https://blog.axcethr.com/hiring-at-the-top-of-your-salary-range-heres-why-its-not-a-good-idea) 3 min read [0 comment(s)](https://blog.axcethr.com/hiring-at-the-top-of-your-salary-range-heres-why-its-not-a-good-idea#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/hiring-at-the-top-of-your-salary-range-heres-why-its-not-a-good-idea](whatsapp://send?text=https://blog.axcethr.com/hiring-at-the-top-of-your-salary-range-heres-why-its-not-a-good-idea) - [mailto:?subject=Hiring%20at%20the%20Top%20of%20Your%20Salary%20Range?%20Here's%20Why%20It's%20Not%20a%20Good%20Idea&body=https://blog.axcethr.com/hiring-at-the-top-of-your-salary-range-heres-why-its-not-a-good-idea](mailto:?subject=Hiring%20at%20the%20Top%20of%20Your%20Salary%20Range?%20Here's%20Why%20It's%20Not%20a%20Good%20Idea&body=https://blog.axcethr.com/hiring-at-the-top-of-your-salary-range-heres-why-its-not-a-good-idea) ![Hiring at the Top of Your Salary Range? Here's Why It's Not a Good Idea](https://blog.axcethr.com/hs-fs/hubfs/Mar%2016%20blog%20image%202.png?width=1000&name=Mar%2016%20blog%20image%202.png) If your job postings often attract candidates whose pay expectations (and qualifications) far exceed your budget, it might be time to take a look at your recruitment process from a new perspective. ## 3 Reasons Not to Hire the Bright, Shiny Candidate It happens all the time: a small business or start-up posts a receptionist position in hopes of finding somebody who can operate a keyboard and a switchboard for $35,000 annually and gets a hole-in-one executive assistant candidate who could single-handedly run the company and only wants twice the salary to do it. Business owner gets tempted because the candidate looks great, stretches the budget a little and brings the candidate in at the top of the range. What can it hurt? [![how to get more job applicants](https://no-cache.hubspot.com/cta/default/2652187/ec0ca673-a04f-478e-b82d-e3a5f92e098a.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/ec0ca673-a04f-478e-b82d-e3a5f92e098a) ### 1. Inequitable Salaries Across the Organization. It's supposed to take an employee a long time to reach the top of the wage scale. When a new employee comes into the organization at or above maximum and other employees are paid according to their years of service in the organization, inequity occurs. And even when that inequity is unintentional, it creates the perception (and real risk) of discrimination based on other factors, like gender and race. ### 2. Disengagement is Inevitable. Employees expect the salary they accept when they join an organization is their starting salary. That is, they assume it will increase with cost of living and merit-based increases over time. When an employee is hired at the top of the wage scale and maxed out on salary on day one, they quickly realize there's no room to grow and begin to lose interest in the organization. ### 3. Overqualification May Lead to Underutilization. Hiring somebody with skills you don't need or tend to utilize can lead to the perception that they're undervalued in the organization and lead to first-year turnover as they seek out positions better aligned with their career trajectory. ## 3 Ways to Fix the Problem If you're finding it difficult to hire within the budget for your open positions, revisit the job description, salary range, and job posting to ensure your efforts are intentional and targeting the right market. ### 1. Revisit the job description. Job descriptions are often drafted around a single candidate; perhaps the person who has been in the receptionist role in the past was hired before job descriptions were ever drafted and then advanced her education from Associate's degree to Master's while she was with the organization. As she furthered her education, her skill set grew and she became proficient in many areas of the organization. Now that she has put in her notice or promoted out of the role, a job description needs to be drafted. The result? Greeting clients and keeping the lobby tidy has evolved to bookkeeping, accounts receivable, accounts payable, customer grievance processing, executive assistant duties, marketing, and some human resources from the receptionist desk. Ensure the job description is drafted based on the needs of the organization and the budget for the position, not the previous incumbent's unique skill set. [![seven reasons up to date job descriptions are a must](https://no-cache.hubspot.com/cta/default/2652187/f157977d-d690-4d16-94e8-b7aa0a1d5d23.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/f157977d-d690-4d16-94e8-b7aa0a1d5d23) ### 2. Take a close look at the title. A mistake as small as a mismatching title can make a big difference in the candidates you attract to the position (and their salary requirements). Ensure the title matches by relying on your PEO or using a tool like o\*Net to research the job responsibilities commonly associated with that title and adjust until you find the right match. Advertising for a director when you really need a supervisor or a manager is a common mistake. ### 3. Base your pay grades on research. Your PEO has access to salary data for your industry and your area and can help you ensure your pay grades are aligned with your expectations. It's critical that you expect to compensate the candidate you select for the work they do and the only way to know for sure if your budget is realistic is to compare it to what those same employees are making in other organizations in your area. **[![Talent management consulting for small businesses by Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-189247610683.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLLTn045yEPa0hDmVkBoSA44nnqkMFsklpMkbXaLeYMBbiSEUJwsDs%2FrhoF%2B73zD8dtAfy0Hvry5vlccMKP03RIJU1gyNjv0RnDPmbjNfOE8%2FZ4FH2IRKg%2F8kim396KnAX19Ff66LGPVjTIDS6LLzIuh3klTJyQfdDK7wsBZfnLfVjmHTreJ313of15QhpUz%2FiGIhyasv6wVshg2aDHRSbMWGz7x%2FAHhLjI5qpPubF9Lj6ceoKwp%2BxOBpAK1vh5pkiBQ3FGVVI1j%2F5wE5uKip%2Bj1LJHBhm6xfa8%3D&webInteractiveContentId=189247610683&portalId=2652187)** **Strategic Compensation Leads to Smarter Hiring** Hiring at the top of your salary range may seem like a shortcut to securing top talent, but it often limits flexibility and long-term satisfaction—for both the employer and the employee. Axcet HR Solutions helps small and mid-sized businesses develop thoughtful compensation strategies that support sustainable growth, employee retention, and smarter hiring decisions. [Partner with Axcet’s Talent Management Consulting team](https://www.axcethr.com/services/human-resources/talent-management-consulting/) to build a compensation plan that works today and scales with you tomorrow. [![Kansas City PEO Small Businesses Contact Kansas Missouri](https://no-cache.hubspot.com/cta/default/2652187/9cb1f5dc-8637-4cbb-8a8f-7cc0ebc7f324.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/9cb1f5dc-8637-4cbb-8a8f-7cc0ebc7f324) [![Lacey Conner, SHRM-CP](https://blog.axcethr.com/hs-fs/hubfs/Lacey%203.jpg?width=80&height=80&name=Lacey%203.jpg)](https://blog.axcethr.com/author/lacey-conner) Written by #### [Lacey Conner, SHRM-CP](https://blog.axcethr.com/author/lacey-conner) Lacey serves as a Human Resources Consultant for Axcet. Her passion is assisting her clients in creating safe, compliant, and effective work environments for their employees. Prior to joining the Axcet team, she provided HR services within the banking and mortgage industries. Lacey holds a Bachelor's degree in Business Administration from Kansas State University and is SHRM-CP certified. Read more [View all posts →](https://blog.axcethr.com/author/lacey-conner) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) - [services recruitment & retention](https://www.axcethr.com/services/human-resources/recruitment-and-retention/) #### [Four Things to Know About the 2020 Form W-4 ![Four Things to Know About the 2020 Form W-4](https://blog.axcethr.com/hubfs/Mar%2017%20blog%20image.png)](https://blog.axcethr.com/four-things-to-know-about-the-2020-form-w-4) #### [![Running Scared: Addressing Employee Fears about Returning to Work During the Pandemic](https://blog.axcethr.com/hubfs/Running%20Scared.webp) Running Scared: Addressing Employee Fears about Returning to Work During the Pandemic](https://blog.axcethr.com/running-scared-addressing-employee-fears-about-returning-to-work-during-the-pandemic) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Lacey Conner, SHRM-CP", "url" : "https://blog.axcethr.com/author/lacey-conner" }, "dateModified" : "2025-07-16T16:15:33.489Z", "datePublished" : "2020-06-03T14:45:00.000Z", "headline" : "Hiring at the Top of Your Salary Range? 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Business owner gets tempted because the candidate looks great, stretches the budget a little and brings the candidate in at the top of the range. What can it hurt? 1. Inequitable Salaries Across the Organization. It's supposed to take an employee a long time to reach the top of the wage scale. When a new employee comes into the organization at or above maximum and other employees are paid according to their years of service in the organization, inequity occurs. And even when that inequity is unintentional, it creates the perception (and real risk) of discrimination based on other factors, like gender and race. 2. Disengagement is Inevitable. Employees expect the salary they accept when they join an organization is their starting salary. That is, they assume it will increase with cost of living and merit-based increases over time. When an employee is hired at the top of the wage scale and maxed out on salary on day one, they quickly realize there's no room to grow and begin to lose interest in the organization. 3. Overqualification May Lead to Underutilization. Hiring somebody with skills you don't need or tend to utilize can lead to the perception that they're undervalued in the organization and lead to first-year turnover as they seek out positions better aligned with their career trajectory. 3 Ways to Fix the Problem If you're finding it difficult to hire within the budget for your open positions, revisit the job description, salary range, and job posting to ensure your efforts are intentional and targeting the right market. 1. Revisit the job description. Job descriptions are often drafted around a single candidate; perhaps the person who has been in the receptionist role in the past was hired before job descriptions were ever drafted and then advanced her education from Associate's degree to Master's while she was with the organization. As she furthered her education, her skill set grew and she became proficient in many areas of the organization. Now that she has put in her notice or promoted out of the role, a job description needs to be drafted. The result? Greeting clients and keeping the lobby tidy has evolved to bookkeeping, accounts receivable, accounts payable, customer grievance processing, executive assistant duties, marketing, and some human resources from the receptionist desk. Ensure the job description is drafted based on the needs of the organization and the budget for the position, not the previous incumbent's unique skill set. 2. Take a close look at the title. A mistake as small as a mismatching title can make a big difference in the candidates you attract to the position (and their salary requirements). Ensure the title matches by relying on your PEO or using a tool like o*Net to research the job responsibilities commonly associated with that title and adjust until you find the right match. Advertising for a director when you really need a supervisor or a manager is a common mistake. 3. Base your pay grades on research. Your PEO has access to salary data for your industry and your area and can help you ensure your pay grades are aligned with your expectations. It's critical that you expect to compensate the candidate you select for the work they do and the only way to know for sure if your budget is realistic is to compare it to what those same employees are making in other organizations in your area. Strategic Compensation Leads to Smarter Hiring Hiring at the top of your salary range may seem like a shortcut to securing top talent, but it often limits flexibility and long-term satisfaction—for both the employer and the employee. Axcet HR Solutions helps small and mid-sized businesses develop thoughtful compensation strategies that support sustainable growth, employee retention, and smarter hiring decisions. Partner with Axcet’s Talent Management Consulting team to build a compensation plan that works today and scales with you tomorrow.", "author" : { "@id" : "https://blog.axcethr.com/author/lacey-conner#author", "@type" : "Person", "name" : "Lacey Conner, SHRM-CP", "url" : "https://blog.axcethr.com/author/lacey-conner" }, "dateCreated" : "2020-06-03", "dateModified" : "2025-07-16", "datePublished" : "2020-06-03", "description" : "If your job postings often attract candidates whose pay expectations (and qualifications) far exceed your budget, it might be time to take a look at your recruitment process from a new perspective. 3 Reasons Not to Hire the Bright, Shiny Candidate It happens all the time: a small business or start-up posts a receptionist position in ...", "editor" : "Lacey Conner, SHRM-CP", "genre" : "Human Resources and Employee Management", "headline" : "Hiring at the Top of Your Salary Range? 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