Firing a Bad Hire: Strategies and Considerations

Is it ever appropriate to fire a bad hire immediately after hiring them? The answer, as we'll explore, is often yes, but it's crucial to consider the circumstances and company policies. This article provides insights into the different scenarios and strategies for handling bad hires.

Immediate Termination vs. Probation Period

Although it's technically legal in many places within the U.S. to fire a bad hire right away, it's essential to follow the proper termination process outlined in your company's policies. A straightforward approach might simply involve the boss saying 'You’re fired,' which takes just a few seconds to execute. However, this decision often depends on the reasons for the bad hire and the overall company policy.

Babajide emphasizes that whether or not a bad hire can be fired immediately typically hinges on the reasons behind their underperformance. If a candidate is clearly aware of the skill requirements needed for the position and still fails to meet them, immediate termination is fair to the rest of your productive employees. On the other hand, if the issue lies in another factor, keeping the bad hire on board for an extended period can be stubbornly cruel.

A Fair and Constructive Approach

An alternative strategy is to maintain fairness and provide the bad hire with a chance to succeed. A more humane approach involves explaining your concerns to the individual and clearly stating the expectations to maintain their job beyond the probationary period. Offering training, holding follow-up sessions, and providing guidance can also be beneficial. Acting as a manager and helping the employee improve their performance can prevent a bad hire from becoming a long-term problem.

Better Policies for Handling Bad Hires

A more strategic approach is to establish a 90-day probation period during which the employee is on a trial basis. Within this period, the employee and the employer can assess the fit and opportunities for improvement. This allows for a fair assessment and provides a structured framework for addressing any issues early on. Contractually, the employee should be informed that they can be let go at any time for any reason within these first 90 days, ensuring transparency and compliance with legal requirements.

By employing transparent, fair, and constructive methods, companies can manage the challenges of bad hires more effectively, ultimately leading to a more productive and harmonious work environment.