Why Hire Smarter Employees?

Look for the most outstanding candidates - people whose excellent opportunities exceed yours.

An HR manager can, of course, compare job requirements and a potential employee's resume, but … don't sit and think: "Why am I worse? What can I learn from him? What qualities of Mr. X should I adopt?" Most managers think this way because they don't want to be seen as not being creative and successful enough compared to newcomers who bring change to the company anyway.

All leaders and leading heads of companies should strive to create a strong and excellent work team. This is the main guarantee of success and prosperity.

Mistake #1 - Hiring incompetent players.

Some managers are simply afraid to hire a person more productive and capable than themselves because this threatens to resign. They see talented employees as a threat to their position. This attitude negatively affects business development.

How to deal with it? To try as much as possible to encourage the personal growth and success of employees, their positive attitude, humanity, and competence.

Managers who are not confident in their abilities should recognize their strengths and rejoice, first of all, in their successes. You can try to use meditation, read books on personal growth and development, attending seminars and training.

Remember that successful leaders are not born. They become through hard work and work on yourself.

Mistake #2 - Playing the victim.

Some managers see themselves as victims in their personal lives and business. They think that everything is being done against them and often do not want to take responsibility for their actions and actions. Unsatisfactory work? Low numbers? It's not my fault! It's all because of the customers, other employees, and market position.

When managers take responsibility for their actions, opportunities for improvement and growth increase. Instead of fearing that their careers will be in jeopardy if they hire a successful new employee, they should make every effort to work with a talented subordinate and get the most out of this business relationship.

Real leaders, instead of looking at problems as just problems, look at them as opportunities. And there are many possibilities!

Mistake №3 - The atmosphere in the company is the last thing.

Create a successful culture in your company, hire only the most outstanding professionals - do not settle for less! Make a rule for yourself: "I only hire people of category A", and in parentheses describe all the qualities your ideal employee needs. Create a fertile ground for a personal interview, it is better to divide it into stages. Ask a potential employee about the results of the previous job, his future goals and expectations, take into account the thinking and creativity of the person.

Modern psychology has gone far ahead, so the most strange and unusual questions should be expected in an interview. This is how employers test the ingenuity, sense of humor, and ability of a person to get out of atypical situations in business. Don't let strange questions drive you into a stupor!

Try to do individual interviews, not group interviews, when 3–5 people are accepted at the same time. A lot of people can have the "rock star" syndrome and simply "hammer" well-mannered people who prefer to show results with deeds rather than words.

Successful managers will always choose those candidates whose capabilities and qualities complement those of the team and their personal ones. If you want to become a successful leader, then you should, first of all, hire smarter and more motivated people. Many managers often do not realize that by selecting less competent employees, they take 1/3 or even half of their work for themselves. Therefore, focusing on the success and prosperity of the business and the recruitment of "A" players is the most important thing in the work of a successful manager. Do you want to become one?