INSTANT MBA: Don't Leave Hiring To The HR Staff
Today's advice comes from James Dean, dean of the MBA program at the University of North Carolina:
"It is impossible to spend too much time on this. Despite the importance of this task, the hiring process can get short-changed by managers grappling with more pressing daily tasks.
Sometimes this is because the absence of a person in the role is felt so keenly that managers rush to fill the open position with anyone who looks as if they might work out.
Other times it is because hiring managers - especially during lean economic times - are simply stretched too thin to do the quality of work necessary for great hiring.
More dangerously, sometimes hiring managers believe that this work is beneath them, and more efficiently handled by HR staff. But the stakes of good hiring in general are high, and are higher still at more senior levels of the organization.
That is because strong performers often outperform weak performers many times over and often require much less oversight and intervention. Effective hiring is magnified within organizations because strong performers at the managerial level hire other strong performers.
In addition, weak performers hire other weak performers because weak performers are threatened by people stronger than they are, and because strong performers are reluctant to work for a weaker boss."
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