Written By ESR News Blog Editor Thomas Ahearn
Attorney Lester Rosen, founder and chief executive officer (CEO) of leading global background check provider Employment Screening Resources® (ESR) and the author of “The Safe Hiring Manual,” has written an article titled “Why Employers Should Hire Slowly and Fire Quickly” that explains two critical mistakes employers can make when it comes to hiring and firing – being in too much of a rush to hire workers and being too slow to fire them.
“First, many employers are in such a rush to hire that they make an offer to the best available candidate just to fill the position instead of waiting for the right candidate. With a retiring workforce, shortages of talent in certain areas, and uncertainty about new workers from legal immigration, employers may be hard-pressed to fill positions quickly and act with a sense of urgency,” Rosen writes in the article at PreemploymentDirectory.com.
“The other mistake is that employers are often too slow to fire,” Rosen continues in the article. “The fear of firing leads many employers to suffer through the long process of trying to make a bad hire work out. An employer or manager may feel that it is less trouble to put up with a bad employee than start the process of hiring a new one, or perhaps just does not want to deal with an uncomfortable situation or a hard conversation.”
The solution, Rosen writes, is that employers need to adopt a policy to hire slow and fire fast. “The simple rule is not to hire the best person who applied. Wait to hire the best person for the job, so you hire the best. If the best applicant has not yet applied, then do not settle just for the best of what is available. Instead, take action towards getting the ideal candidates to apply or to source passive candidates who will fit the bill,” he explains.
“On the other side of the coin, if it is clear that a current or a new employee is not working out, employers should not delay the inevitable. Termination is not fun, and some employers may wait in the hope that the employee will suddenly change or can be put someplace where they can be helpful, or at least not harmful. When it gets to that point, the best alternative is to pull the Band-Aid quickly and get the termination done,” Rosen writes in the article.
Ensuring that a company is “congruent” is a key process in hiring decisions. “Personal congruency means that what you feel, what you think, and what you say are aligned and consistent. The same applies to an organization – there is also a need for clarity and congruency on who and what the employer is all about. To run most efficiently, organizations also need to be congruent about their core values, goals, and the way they function.”
Rosen concludes that making certain a company is congruent “is a key function of Human Resources (HR), and it is critical for HR professionals to do what they can to bring congruency to an organization. Once an organization is clear about its values, runs the company based on them, and evaluates each new hire and employee performance on that basis, hiring should be much more effective and the need to fire should diminish greatly.”
Rosen was chairperson of the steering committee that founded the Professional Background Screening Association (PBSA), a non-profit trade group representing companies offering pre-employment screening services, and served as the first co-chair. In 2019, he was awarded the PBSA Lifetime Achievement Award. The article by Rosen is at https://preemploymentdirectory.com/why-employers-should-hire-slowly-and-fire-quickly.
Employment Screening Resources® (ESR) – a leading global background check provider founded by Rosen in 1997 in the San Francisco, California area – is accredited by the PBSA, undergoes annual SOC 2® Type 2 audits, adheres to the EU-U.S. and Swiss-U.S. Privacy Shield Framework, and was named the #1 background screening firm in 2020 by HRO Today Magazine’s Baker’s Dozen. To learn more about ESR, visit www.esrcheck.com.
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