The nonlinear relationship between atypical applicant experience and hiring: The red flags perspective.

Hiring managers regularly encounter job applicants with atypical levels of experience across several common domains-For example, occupational experience, general work experience, educational experience, and life experience. Surprisingly, few large-scale studies have investigated how hiring managers respond to applicants with atypical experience for the job, leaving a substantial lacuna in our knowledge. The primary goal of the present study is to examine the association between relative - and over-experience in the aforementioned domains and the likelihood of applicants being subsequently interviewed and eventually hired.