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The Best Way to Hire and Fire

Posted by Dr. Holly Latty-Mann on

If you include in your hiring interview a certain, specific message, it will make firing easier, cleaner, and less legally imposing. Efficient leadership of this nature is goal directed with appropriate compassion.

The specific message in question typically follows the description and perks of the job. It’s called consequences, and you get to use that word as well. Imagine saying the following:  “Now that I’ve shared the nature and perks of this job role and position, I need to share with you consequences of it. This is to say if it turns out that you’re not a good job fit as it appears you are on paper, then we’ll need to address that issue, which could culminate in helping you find a job elsewhere. We’ll revisit ‘your fit’ here from time to time to determine if we’ve made the right decision bringing you on board here.”

I’ve done this before. A few months into her job role, I had to remind her of our job interview session in which I had shared the above message with her, indicating she was not a good fit for the job role as her background had otherwise suggested. Because I could reference a warning as early as the job interview itself, the firing conversation was succinct, unemotional, and void of unwelcomed legalities.