Abstract: The talent recruiting strategy is an important national and organizational strategy. Based on the study of the influence of perceived over-qualification on employees' suggestion behavior, the moderating effect of idiosyncratic deals on perceived over-qualification and employees' suggestion behavior is analyzed, and the way organizations motivate talents to actively contribute unique excess value by customizing idiosyncratic deals is explored. The results of 467 questionnaires show that perceived overqualification positively promotes employees' suggestion behavior, and task challenge, working time autonomy and salary and welfare incentive have a significant positive moderating effect on the relationship between perceived over-qualification and employees' suggestion behavior, but the moderating effect of workplace flexibility on the relationship is not significant.