When it comes to hiring a candidate for a job opening, the main focus is usually on finding the right qualifications and fit for the role. However, there is another aspect that employers need to consider: examining candidate warts.

These refer to any negative aspects of a candidate that could potentially become a threat to the company if not addressed properly.

What are candidate warts?

Candidate warts can take many different forms. They could be anything from a history of substance abuse or criminal behavior to a lack of integrity or a tendency to gossip.

Essentially, these are negative traits or behaviors that a candidate may exhibit that could potentially harm the company in the future.

Why are candidate warts important to consider?

Ignoring candidate warts can lead to serious consequences down the line. For example, if a candidate has a history of embezzlement and is hired for a finance role, they could potentially steal from the company.

Likewise, if a candidate has a history of substance abuse and is in a safety-sensitive role, they could put themselves and others in danger by coming to work under the influence.

How can employers identify candidate warts?

There are a few different strategies that employers can use to identify candidate warts. One is to conduct thorough background checks on all potential candidates.

This may include running criminal background checks, checking references, and verifying education and work history.

Another strategy is to ask behavioral interview questions that can highlight potential red flags. For example, an employer may ask a candidate about a time when they broke a company policy or engaged in unethical behavior.

What should employers do when they identify candidate warts?

If an employer identifies candidate warts, it’s important to address them before making a hiring decision. In some cases, the employer may decide to pass on the candidate altogether.

However, it may also be possible to address the issues with the candidate and give them a chance to improve.

If the candidate is hired, it’s important to monitor them closely and ensure that they are following company policies and behaving appropriately. Regular check-ins and performance reviews can be helpful for keeping track of any potential issues.

The potential legal implications of ignoring candidate warts

Ignoring candidate warts can also have serious legal implications for employers. For example, if a candidate with a known history of substance abuse is hired and then causes an accident, the employer could be held liable for negligence.

Additionally, if a candidate is discriminated against based on a candidate wart, such as a history of mental illness, the employer could be at risk of a discrimination lawsuit.

Conclusion

Examining candidate warts may not be the most pleasant part of the hiring process, but it’s an important step for ensuring that companies don’t end up with hires that could potentially harm them.

By being proactive in identifying and addressing candidate warts, employers can minimize their risks and create a safer, more productive workplace for all.