Really gained some insights from Jay Goltz’s article
in NYTimes on “bad hires” and the multiple effects
Did you know that a company, depending on the state
of operation, will be taxed at higher rates on
unemployment taxes, if they fire an employee? This
higher tax lasts for a few years. This is one non-
obvious impact of a bad hire. Others include:
lower sales and poorer service and the need to hire
a replacement [time, energy and opportunity time
(time you could be doing something else that is
Don’t forget– impact on morale when someone leaves or
is a poor performer.
This leads to one of several lessons learned the hard way–
diligently check references in your interview process.
While it is true most places have a legal adviser
prescribing what someone can offer on reference
calls. But if someone is really a valuable contributor,
most people I know will offer an enthusiastic reference.
The author suggests posing the question, “Would you
hire this person back?” as a ‘tip-of-the iceberg’ lead for
getting at honest impressions. Then, ask make-or-break
questions about specific skills that will make the
person successful at the job.
Reference checks are the “seat belt” of the hiring
For job seekers, please note the kinds of questions
to prepare your references to respond to.