Hiring for a position that falls outside your area of expertise can be a challenging task. Whether you’re a startup founder needing to hire a tech expert, a tech manager looking for a marketing pro, or stepping into unfamiliar territory for any reason, the process requires a nuanced approach. Here are strategies to ensure you make informed hiring decisions, even when the role is beyond your knowledge domain.
Understand the Role
Research Thoroughly: Begin by understanding the basics of the role you’re hiring for. This might include reading job descriptions for similar positions, industry reports, and relevant professional articles (e.g., McKinsey Global Institute: [https://www.mckinsey.com/mgi/overview]). It’s also helpful to reach out to your network for insights or to professionals already in similar roles for advice.
Consult with Experts: If possible, consult with experts in the field for which you are hiring. This could be through informal conversations or by bringing in a consultant for the hiring process. They can help you understand the key skills and experiences required for the role.
Define the Role Clearly
Create a Detailed Job Description: With the insights gathered, draft a comprehensive job description. Highlight the responsibilities, required skills, and qualifications, and outline what success looks like in the position. A clear and precise job description will attract the right candidates and help you evaluate them effectively.
Identify Key Skills and Qualities: Understand which skills are non-negotiable and which can be developed on the job. Distinguishing between must-have and nice-to-have qualifications will guide you in evaluating candidates more effectively.
Leverage the Right Tools and Processes
Utilize Skill Assessments: Implement skill assessments tailored to the role. These can help objectively evaluate candidates’ abilities and provide insights into their potential to perform in areas you’re not familiar with.
Structured Interviews: Prepare structured interview questions that focus on the candidate’s experiences and how they approach problems. This standardized approach helps mitigate bias and makes it easier to compare candidates.
Involve Team Members
Engage Your Team: If you have team members who interact with or have knowledge about the role, involve them in the hiring process. They can provide valuable perspectives on the candidate’s fit for the role and the team.
Panel Interviews: Consider conducting panel interviews with team members from different departments. This ensures a diverse range of questions and can help assess how well the candidate would collaborate across the organization.
Focus on Learning and Adaptability
Assess for Learning Ability: Especially for roles that are evolving, a candidate’s ability to learn and adapt may be more important than their current knowledge. Look for signs of continuous learning, curiosity, and adaptability.
Trust Your Instincts but Verify
Reference Checks: Conduct thorough reference checks to verify the candidate’s experiences and achievements. References from direct supervisors or colleagues in similar roles can provide insights into the candidate’s capabilities and work ethic.
Trial Projects: If feasible, offer candidates a short-term project or trial period. This can be an effective way to see their skills in action and how they fit within your team.
Educate Yourself Continuously
Stay Informed: As you go through the hiring process, continue to educate yourself about the role and its relevance to your organization. This will not only help in making a better hire but also in effectively integrating and managing the new hire.
Conclusion
Hiring for a role outside your expertise requires a strategic approach, leveraging the knowledge of others, and focusing on the candidate’s potential to grow and adapt. By understanding the role, utilizing objective assessment tools, involving your team, and focusing on adaptability and learning ability, you can make informed hiring decisions that contribute to your organization’s success. Remember, the goal is to find someone who can complement your skills and bring new perspectives to your team, even if you’re not an expert in their field.