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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.
Why the person was fired - exact reason behind this.
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
