Nepotism: I Only Learn The Hard Way…

Meredith Soleau Bad HR, Candidate Pool, HR (& Life!) Advice, Meredith Soleau

You have all done it.

Okay, maybe you didn’t because you’re smarter than me.

I did it.  I hired a family member (on my husband’s side – so it hardly counts) for a small, part time job.

I had to fire her.

That sucked.

I fired her in May, and here we are, six months later, wondering where we will spend Thanksgiving.  You see, my mother-in-law is now demanding an apology to this family member.  I won’t say what she did to get fired, but let me just say, there was no other choice.

Here’s the real problem I’m having with it all – I REF– USE to apologize for doing my job.  I won’t do it. And Shaun (my husband) says that I shouldn’t feel apologetic in this situation.  My job hires people and it also had to fire people sometimes.

Families are so freaking weird.

 

My mother-in-law needs to get over it.  Deep frying a turkey can’t be that difficult.

But here is the real issue – why in the heck did I think it would be okay to hire someone (even for 15 hours per week in an entry level position) who is related to my husband?  That was really dumb.

And is it ever a good idea to hire any employee’s family member for any position?

I say, yes.

Yes, sometimes people are related to the person who will sell the most, show up all the time, create ideas and thoughts, and make the company money.

In order to hire these family members – conversations need to be had.  Intense conversations need to occur about favoritism, perceived favoritism, keeping your personal crap personal, and you (as the Recruiter) need to go the extra mile to check into this person with past employers.

In other words, don’t blindly follow the family member referring them.

And as for me?  I will never do this again.  Oh crap, my little cousin is my new intern.  Interns don’t count, right?