Entrepreneurs: Fired Candidates are Often Pure Gold
by Miki Saxon
Yesterday I asked if you would hire someone who had been fired.
If you’re a smart boss your response is “absolutely!”
That’s because the reason someone is fired is far more important than the act itself.
Here are some of the more common reasons people are fired — often under the guise of poor performance, bad attitude, etc.
- Disagreeing with the boss, whether publicly or privately.
- New boss wants his own team.
- Not complying with the boss’ requests, including sexual ones.
- Doing [whatever] differently than the boss.
- Standing up for another employee.
While there are many valid terminations for cause, the validity often depends on your point of view.
Years ago, when I was a recruiter, I presented a hardware test tech, who had been fired, to a favorite client. I told the VP that according to his boss, the tech was fired for creating problems in the lab and talking back to his boss — both of which were true.
However, in talking to his peers I learned that the boss in question had a habit of eating while walking around the test lab and scattering crumbs on the boards being tested.
The tech had asked him several times privately not to eat near the bench and, when the eating continued, brought it up in a department meeting, which led to his being fired for insubordination.
My VP was delighted; he said that was the kind of person he wanted on his team (the tech was hired).
It’s a smart boss who personally checks references (above, peer and subordinate) on all candidates before making an offer, instead of delegating the task to someone else, including HR (which usually checks with HR).
After all, the whole point is to acquire great talent, meaning talent who will be great for you.
Flickr image credit: Michael Mandiberg
