Hiring and Firing: Who’s to Blame When it Does Not Work Out?

About 18 months ago, I interviewed a candidate for a position that I had posted on the internet. He had the proper qualifications and enough experience to warrant a visit. Since I was out of town and did not want to slow down the process, I scheduled a telephone interview with him.

As we began the interview, everything was pretty typical with me asking questions based on his resume as well as more probing questions about how he had handled certain situations in the past. As we neared the end of my questions, I asked if he had any questions of me. His first question went something like this: I have been checking around town and it sounds like you have been hiring someone frequently for this same position. Everyone seemed to think this must be a difficult place to work if people keep leaving.

I smiled (which he could not see over the phone) and replied that, indeed, we had gone through a few people in this position. However, the assumption people were making was a poor guess. I explained that the reason we had been re-hiring for the position is because I had to fire all but one of the people that I had hired. The lone exception left us to take a management job elsewhere that I simply did not have available. There was silence on the phone and I suspected that I had just scared the heck out of the gentleman. I quickly continued that this was because I had done a poor job in the hiring process. Once I realized the mistake, I quickly had to step up and start the process to fix my error.

I’ve been hiring people for 30 years; either for companies at which I worked or those that I have owned. I seem to be better at hiring some positions than others but, in totality, I have not exactly been a rock star at the process. Turns out, I am not alone. Even when I hired on behalf of large employers who used the latest psychometric tools, we only hit on about 60% of them. I don’t know what the average is currently, but I suspect it is still not much better.

So, like any other business problem, this is a leadership problem. When we hire the wrong person, it is incumbent upon us to not let it drag on as that does no good for the employee nor the business. It’s not easy on either party at the moment, but it is better long term for each party to find a better fit. If you make a mess, it’s your job to clean it up.

FYI, I did not hire that particular gentleman. We did find a person for the position and he is coming up on his 2nd anniversary this Spring. I think we got this one right (knock on wood)!

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