Hire the best or hire smart is a challenge that every leader will face at some point in his or her career.
There are many factors that will impact your decision in selecting a candidate for your open position. Do they have the “right” education, background, experience, and will they be the “right fit”? I have always found the terminology the “right fit” to be interesting because it has different meaning to different leaders, who are typically leading within the same company.
There are leaders, whom I have found, that hire people they feel would be best to coach and would likely respond positively to a hands on leadership style. This is partly due to ensuring job security and also needing to feel needed. This type of leader is consistently involved in the minute details of the of the day to day business operations. After all, if company cuts are needed, this leader can always step in and do the job. However, this is very short-term thinking and results in missed opportunities for the company.
Have you heard the saying, “Hire people that are smarter than you?” Theodore Roosevelt once said, “The best executive is one who has sense enough to pick good people to do what he wants done, and self-restraint enough to keep from meddling with them while they do it.”
There are several benefits to hiring people that are smarter than you. First, it gives you the opportunity to learn how to coach one-level up. This is an experience you will surely need to move to the next level. Secondly, it allows you the time to plan ahead, evaluate risks, and remove any obstacles that could derail your team in the future. Finally, it gives you the opportunity to learn from your team by soliciting their input and feedback.