Should you still hire someone with a bad reference even if they interviewed well?
I interviewed two candidates recently. One of the candidates really out shined the other. This person was quick to answer all my questions intelligently, seemed really passionate about the role and had the right amount of experience. However, when I followed up with their references, one of the former employees described the candidate as undependable. Capability and dependability are very important for this role. Would you still hire this person despite the bad reference?
1) I would only hire them with a well defined probationary period. If you think the second candidate we ok, possibly just go with them.
2) Everyone should understand that when you are called to give a reference on a prior employee you may be open to liable for your "opinion". If you have document that you fired them for theft, that's one thing but "not dependable" that's another. For this reason you should only be able to find out if they were terminated for cause and if they are eligible for rehire. This could be state to state and perhaps no longer true. (HR Professionals please comment)
Dear Brandie, I once has a boss who was never appreciative of anyone. Cite any staff member, and this guy had 20 reasons why that person was not good. Imagine such a scenario with your candidate. So, bottom line, use your best judgement. References are useful - to get you some insights into the individual. Perhaps you should have asked the refered person as to what he/she meant by "not dependable". That will give you a good clue about your candidate. Hope this helps.
Your Head may say one thing, your heart another but your belly never lies, TRUST YOUR BELLY
You should be the best judge of the candidate. It could be possible that your are a better manager than his previous employer. If the person suits your requirement then you should make things work.
Ms Brandie, its ok to hire him. He did well in the interview. Regarding the capability and dependability, every job has this requirement and many of us don't fit the bill. Even without references, you can interview them. You have also stated that the reference is from a 'former employee'. This is enough to tell you why the reference has been mentioned as stated. Florence MacDonald
That is a good question and concern, but I would weigh all facts, and even ask them candidate why it could have been the environment, or personal issues, and if they are valid response, then it is up to you to make the decision if it would work for you.
Yes. Unless violence, theft or other MAJOR issues are involved, everyone needs to work and pay their way in life. Everyone has unexpected issues that can sometimes interfere with consistently great performance at work.
What helps with bad references is to look up employee reviews online like on Glassdoor employee reviews about what it was like to work at a company, if the workplace is toxic, poor management, hostile, or extremely high turnover, hirings, and firings. Sometimes there is customer dissatisfaction and a lot of complaints. Check with Better Business Bureau to get a fuller picture of what employees have to deal with in the workplace. There is a lot of office politics involved at times or just deliberate bad-mouthing, sabotage and blacklisting when employees are stuck accepting these jobs because they cannot get out. They can be great employees with the right job, strong management, and positive workplace culture. Give them the chance to prove themselves after a string of being stuck in bad jobs.
Its not hire or not - In this case I prefer to give him a chance testing limited period ,accordingly I can decide , yes or no .
Dear Brandie ,
No way to trust on undependable candidate with bad reference for dependable job.
But can you trust on former employee reference who might have some personal remarks on this new candidate which could put you in injustice decision.
So , assign small project to this new candidate and sign him for small period like6 months to evaluate his/her performance apprisal.
Then God is great to bless all. Thanks.
We interviewed a candidate who is really perfect and suitable with organization. Almost everyone wanted to hire him. When I did the reference check, everything was perfect. But, the problem started when I asked " Is there anything you would like to add about the candidate?". And the person reply " an incident where the candidate had an emotional lash out at work (threw his phone) after a phone call with his wife negatively affected his mood". Then everyone decided we will not hire him. Please make any comment on this.
For anything under $15 an hour choose one: Relaible or Capable.
So yes hire that person.
Ideally no-but you could go in for a deeper ref check before arriving at a final decision
I would only hire them with a well defined probationary period. If you think the second candidate we ok, possibly just go with them.