7 Tips for Working With People Who Are Smarter Than You

einsteinpan_33911A bang-on read from Jessica Stillman, on the triumphs and struggles associated with hiring the smartest employees that you can get your hands on.

  • Fly your own flag and be confident enough of your tune, to toot your own horn
  • Ask, ask, ask questions – chances are good they know the answer
  • Set the pace (pssst… one that you are comfortable with)
  • Keep perspective – working with the alternative is considerably less enticing
  • Accept the things you cannot change, have the courage to change the things you can and the wisdom to know the difference
  • Become immersed with your peers – look at/listen to/read everything you can get your hands on to better identify with their headspace
  • Don’t compete – contemplate

Read the complete story over at Inc.

A savage take from Matt Charneny on “The Imminent, Inevitable Breakup of Recruiting and HR”

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“Now, most recruiting leaders I know sees being identified with HR as an insult.  The argument is whether it’s a sales, marketing, operations or supply chain function but the one thing recruitment today definitively is not is human resources.”

“Good recruiters want to distance themselves from the average SPHR who cares about getting their CPEs in at SHRM for good reason: being associated with HR is, objectively, a business liability if you care more about maximizing opportunities than you do minimizing risk.  HR, on the other hand, doesn’t sense – or at least, within the next few years (no more than 5, at the absolute most), recruiting will have moved outside of their purview.  It will likely report to the CMO or COO, but could, like at many SMBs where hiring is a generalist’s responsibility , imaginably shift directly to the CFO, too.  In many cases it has, and while it might not be reflected on the org charts generalists so often value, HR has already lost recruiting, whether they know it yet or not.”

“Recruiting is expensive, but it’s also the one where hiring managers and senior leaders actually play an active role, and business partnership, in the front line and strategic parts of the process.  Remove this bridge, and HR’s business unit interaction becomes largely ER and performance management, slashing not only budgets but also the number of core functions that can’t be outsourced or offshored at competitive rates for similar results.”

Read the full article at Recruiting Daily