Navigating Company Policies: A Manager’s Perspective on Hiring Someone You Previously Worked With

As a manager, facing the decision to hire someone familiar from a previous role can be a complex and delicate situation. This article explores the ethical and practical considerations involved, providing guidance on whether and how to communicate your concerns to your manager.

Company Policies and Background Checks

It's crucial to understand that, even if you're familiar or friendly with a candidate, the company will conduct background checks regardless of your personal history. Transparency about past issues is an essential part of the hiring process. Insight into potential concerns is beneficial for all parties involved. If you have valid reasons for withholding or expressing reservations, it's best to communicate these openly to your manager.

Communicating Concerns with Your Manager

When to Share Concerns: If your manager approaches you about a candidate you know from your previous role and seeks your input, you should feel comfortable enough to share your experiences. However, be prepared for the reality that it might not change the hiring decision. The hiring process often comes down to weighing subjective evaluations and can be influenced by the hiring manager's preferences.

A Balanced Approach

Providing a Verbal Summary: You can present your concerns to your manager in a verbal summary. Emphasize that you have personal biases against the individual and acknowledge that your opinions might not be entirely objective. This approach allows your manager to make an informed decision without feeling that your opinion is infallible. Here are the specific concerns you might mention:

Work Absences and Delegated Responsibilities

Include relevant examples where the candidate was absent for extended periods, and other employees had to cover their workload. This can demonstrate the impact this individual had on team dynamics and productivity.

Lack of Collaboration and Delegation

Discuss the candidate's style of leadership and their willingness to delegate tasks, especially to juniors. Highlight instances where they were unhelpful or resistant to supervision. This can provide a clear picture of the potential challenges in the new position.

Negative Attitude and Fixed Mindset

Mention the candidate's work attitude and any documented or witnessed instances of negativity. Discuss how this could affect the team's morale and overall performance.

Technical Competency and Financial Targets

Discuss any doubts about the candidate's technical skills and their ability to meet financial targets. This is particularly crucial in competitive industries, where performance metrics heavily influence team success.

Conclusion and Personal Reflection

Reflect on the balance between personal biases and the broader impact on the company. While your concerns are valid, it's important to recognize that the hiring process is designed to mitigate risks and ensure the best fit for the team. Communicate your reservations openly with your manager, but ultimately, it's their decision to make.

Finally, as someone in a high-stakes competitive industry like law, it's essential to focus on your own professional growth and trajectory within the company. Ensure that your concerns are articulated in a constructive and professional manner, ensuring that you contribute positively to the company's recruitment processes.