When it comes to hiring the right people for the job, you might come across a situation where the position you’re hiring for is complicated, requiring professional skills and talent that few if any current employees possess. The question becomes – how do you hire someone for a position that is beyond your understanding? Say the position is a highly skilled tech job requiring extensive knowledge about coding and computer architecture. If you’re not even sure about the vocabulary you would use to vet a candidate, how do you know you’re picking the right person for the job? Read on to learn how to hire someone smarter than you, and why you should.
Why you should hire someone smarter than you
As a hiring manager, will want to find the best people for the open positions within your company. At a large scale level, this is easier because you’ll have a number of people already at the business that you can refer to throughout the hiring process. Plus, your scale means that you can afford to wait until the right candidate pops up on the radar and you’re able to hold a series of structured interviews. If, however, you are a small company or startup, you might not have the time or resources to interview candidates for weeks. With the clock ticking and tasks going unfinished, you may need to make a decision quickly.
In the second scenario, assuming the position requires special knowledge, you’ll certainly want to hire someone smarter than you. After all, if there isn’t anyone better than you for the job, the responsibility should be yours. Phil Libin, the CEO and Co-Founder of Evernote, writing for Inc. magazine, noted that hiring people smarter than himself greatly reduced the amount of micromanaging he had to do everyday, thus reducing his stress levels at work. His reasoning was, if his employees are so much better at completing their tasks than he could ever be, he couldn’t justify managing them so closely – that freed him up to do his job. Everyone wins.
Screening for highly skilled positions
The first step for hiring new employees is locating the pain points within the business and deciding if making a hire would be economically responsible. If it is, you then need to write the job description, layout plans for salary, benefits, etc. and post it to a job board. Many companies turn to professional HR services for setting up a branded job board and other technical aspects of the search. Such companies, such as Global HR Research, can work through the minutiae of background checks and the like while you focus on the day-to-day requirements of the job.
“Your hiring process should include skill testing.”
For a skilled position, your hiring process should include testing. Typically, testing will happen on the second or third interview, as you narrow down your pool of applicants. A study conducted by researchers at the University of Iowa and Michigan State University found that skill tests were among the best predictors of job success. For your company, that might mean developing a test scenario where applicants are given at set time to complete an example of a task that they might encounter on the job. For example, tools like DevSkiller or TechScreen can help employers gauge the coding skills of prospective hires.
At the end of the day, hiring employees that are more skilled than you will probably decrease the amount of hands-on managing that you’ll need to do. It should also increase the overall productivity of your business and drive you to greater success. All it takes is being equal parts humble about your own knowledge and careful in the way you select your hires.
Hiring is the most important thing you do. Trust it to Global HR Research. Find out more by calling 1-800-790-1205 or visiting the GHRR website today.