A wise man once said, “Fool me once, shame on you. Fool me, you can’t get fooled again.”
Wise words indeed, especially for companies thinking about rehiring someone they fired. However, times are tough, and a lot of companies are having trouble filling open positions. Does this open the door to hiring someone who was previously fired?
Many organizations will not even think about rehiring a worker they’ve fired. The former worker may have been given every chance to get better or change, but it didn’t occur. It seems reasonable to suspect that they still aren’t going to be a good employee.
And yet, some businesses will rehire a former worker if they weren’t fired as a result of a serious lack in judgment or malevolent actions, also referred to as “terminated for cause.” Rehiring also might make sense if it is for a different position than the one that was held previously.
If you’re in this predicament, you’ll want to consider several key factors involved.
Was the Employee Going Through a Rough Patch?
Nobody goes through life without experiencing tough times. If the former employee was going through a divorce, death in the family, or other trauma, they very well might be able to move forward and be a contributing member of your team, especially if they had proven their ability to do the job before going through tough times.
Have They Grown?
It’s also possible for a terminated worker to have grown in their abilities, experience, and character since the time they were fired. For instance, maybe they earned a college degree or moved into a leadership position with another company. If the former employee is considerably more skilled and experienced than when they were employed by your company, they deserve serious consideration, especially if they were terminated for subpar performance.
Do They Have a Particularly Valuable Skill or Set of Skills?
It might make sense to rehire someone if they have skills or experience that is difficult to replace. You may want to offer another chance they held a crucial position, the position is very difficult to fill, and you know the former worker can do the job well. Before formally starting the process to rehire, however, review the factors that led to termination and determine if those factors are still relevant.
Has Personnel Changed?
If the former employee in question was terminated due to personality conflict and the other person involved in that conflict has left the company, then it might make a lot of sense to rehire the former employee, especially if they got along with everyone else.
Before moving forward in this situation, it is important to consult with existing staff to make sure there aren’t any underlying conflicts.
Let You Help You with Difficult Staffing Situations
People are usually fired for a good reason, and ideally, you don’t want to have to consider someone who you had let go in the past. If you are currently dealing with a difficult staffing situation, please contact us today to find out how we can help.