What would make you hire a candidate who just got fired? What things you need to check before?

There are 2 scenarios where you would consider hiring someone who just got fired:

1- a lack of other more qualified candidates

2- exemplary credentials of the applicant

In either scenario, the person in questions personality and ability to adjust to your company should be the highest priority as a recruiter.

Primarily you would test the person's patience and calmness through various pressure tests.

Patience would determine violent reaction's and calmness would showcase experience or lack thereof.

I would check the circumstances underwhich the Company had fired that person. if its not of any misconduct or theft or any serious issue in nature, if that person's relationship with the company can be restored through a re induction. 

First, the employee's reputation and performance must be verified in the previous companies in which he workedAlso monitor his current performance, honesty and morals

Re-hiring is a common feature but make sure the one you are hiring has some genuine reason for separation. If one has been fired due to integrity issue or any embezzlement case then this is risky. Always ask for reliable and relevant references and do check from last 2 employers.

Yes we need to ascertain the reason first and if the termination is due to somebody's action/behaviour is a redflag. But HR folks can do a reference check and validate with the candidate to see how logical and open one was. So case to case we need to take a decision. I have seen some times companies tries to victimise people who question their system.

Why the person was fired - exact reason behind this.

You need to acertain the reason why he got fired and understand how he realized this. What steps he is going to take to ensure that this is not going to happen. Do a psyocmetric assessment to validate his State of mind and if everything is positive you got the candidate

To hire someone who just got fired from a previous place of employment, you need to know reason behind the sack or job termination. then do a review of the person to know if the person profile meets the job description before employment, it is a little bit risky to consult the previous place of work because such individual could be innocent of the sack or even guilty.  The best thing to do is to put such individual on probation to ascertain character and efficiency before full employment.   

We should focus and carefully review before hire who recently got fired;

What’s the Candidate’s Side of the Story?

What Did he Learn From the Experience?

What Do the References Say?

What Does Your Gut Say?

Thanks

• May be he - she was not fit there but with us Yes
• May be he - she has a talent but others could not discover it.
• May be there was a some kind of mistreating.
• Many other reasons.

actullay its very critical decision, but as a proffissional HR I will chek first of all for his/her soft skills , secondlly I will check for his/her attitude throw refference chick form frim his/her line manager and ex HR lastley I will measure his/her patince throw many scneriao till I am sure that his /her qalification can be add value for may company