Hiring a candidate just because they have a college degree and a job may not be the best strategy. Being unemployed doesn’t mean the candidate is not qualified or not a good employee. Many good workers are unemployed and just need a chance to prove themselves. Instead of dismissing a candidate whose employment was terminated, consider these possibilities:  

• They may not have fit well at their previous company or organization, but that doesn’t mean they aren’t a good fit for you. You can ask the candidate to explain their termination to help you get a sense of whether they will work well in your company culture.
• People can also get fired if they had to work with bad managers. You can probably think of a boss you had in your employment history who wasn’t easy to get along with or wasn’t qualified to lead. If you put yourself in their shoes, can you really blame them?
• Making mistakes is part of the learning process. A mistake that cost them their job won’t be easy to forget so you can hire them knowing they aren’t likely to make the same mistake twice.
• Some people just have really bad luck. If you’re the employer to give them a second chance, your new employee will be grateful and anxious not to return to unemployment.

Hiring the right people for your organization is difficult and you’re not alone in this. It’s difficult for most organizations and businesses. So, just because this candidate was a bad hire somewhere else, this doesn’t mean they aren’t worth your time.

You should try to get a comprehensive understanding of the candidate’s qualifications, skills, and personality before making a decision. In order to do this, you can conduct background screening checks and interviews. If you have questions about employment verifications, background screening and reference checks, feel free to contact us!

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