3 Things You Need To Do When You Find A Backdoor Hire

3 Things You Need To Do When You Find A Backdoor Hire

Wilson Cole

In the world of recruitment, finding the right candidate can be challenging and time-consuming. Hiring managers often go to great lengths to screen applicants, conduct interviews, and assess qualifications to make the best hiring decision possible.

However, there are times when companies resort to "backdoor hires" - a practice where someone is hired through informal channels or connections without going through the standard recruitment process.

A backdoor hire might occur due to various reasons, including favoritism, nepotism, or an employee referral gone wrong. Whatever the reason, discovering a backdoor hire can be disheartening and raise concerns about fairness and transparency within the organization.

In this blog post, we'll explore three essential steps you should take if you find a backdoor hire at your workplace.

3 Important Steps To Do When You Find A Backdoor Hire

Confirm that it is a backdoor hire

Before jumping to conclusions, it's crucial to gather concrete evidence and confirm that a backdoor hire has occurred. The last thing you want is to make accusations without substantial proof, which could damage your reputation and relationships within the company.

Here are some steps to help you confirm whether a backdoor hire has occurred:

  • Investigate the hiring process: Look into the hiring process for the particular position. Check if the job was publicly advertised if multiple candidates were interviewed, and if the chosen candidate possesses the required qualifications and experience for the role.
  • Speak to colleagues and employees: Engage in discreet conversations with colleagues and employees who may have insights into the hiring process. Try to gather information about how the candidate was chosen and if there were any irregularities.
  • Review company policies: Familiarize yourself with hiring policies and procedures. If there were any deviations from the standard process, it might indicate a backdoor hire.

Remember, during this phase, it's essential to maintain confidentiality and professionalism. Do not spread rumors or gossip, as it could lead to unnecessary tension within the workplace.

Reach out to the company

If you have reasonable evidence to suggest that a backdoor hire has occurred, it's time to address the issue with the company's management or human resources department. While raising concerns about potential malpractice can be daunting, addressing the matter can contribute to a fair and equitable work environment.

Follow these steps when reaching out to the company:

  1. Schedule a meeting: Request a private meeting with the appropriate person in the organization, such as the HR manager or a higher-ranking executive.
  2. Present your evidence: Share the evidence you have gathered while maintaining a factual and objective tone. Avoid making personal attacks or emotional accusations.
  3. Express your concerns: Communicate why you believe the hiring process was compromised and the potential negative consequences of such actions. Emphasize the importance of maintaining transparency and merit-based hiring practices.
  4. Suggest a solution: Offer potential solutions to rectify the situation, such as revisiting the hiring process, implementing stricter hiring protocols, or seeking external assistance in the recruitment process.

Go ahead and step up

Taking a stand against a backdoor hire can be a brave and commendable act, but it may also come with challenges. Be prepared to face resistance, backlash, or even isolation from certain individuals within the organization who may have vested interests in maintaining the status quo.

Here are some tips for navigating the aftermath of addressing a backdoor hire:

  • Stay resilient: Stand firm in your belief that fair hiring practices are essential for the success and growth of the organization. Maintain your composure and professionalism throughout any discussions or confrontations.
  • Seek support: Reach out to colleagues who share your values and concerns. A support network can help you navigate difficult situations and provide additional evidence if necessary.
  • Document everything: Record all interactions and communications related to the backdoor hire issue. This documentation may be crucial if further action needs to be taken or if you encounter any adverse consequences.
  • Be open to dialogue: Encourage open communication with management and HR. Be receptive to their feedback and willing to discuss potential resolutions.

Conclusion

Discovering a backdoor hire can be a challenging experience, but it is essential to address such issues to maintain transparency and fairness within the organization. 

Confirming the situation with concrete evidence, reaching out to the company, and standing up for fair hiring practices are crucial to fostering a positive work environment. 

Remember, promoting a culture of meritocracy and integrity benefits the company and its employees and stakeholders in the long run.

To know more about this, check out this video.

Wilson Cole

Wilson Cole

Founder and CEO of Adams, Evens & Ross NC, LLC, the nation's largest credit and collection agency designed exclusively for the staffing and recruiting industry. In 2008, he was inducted into Inc. magazine's, "Inc. 500" as CEO of Adams, Evens & Ross NC, LLC, the 307th fastest-growing privately-held company in America. This exclusive group of other Inc. 500 CEOs includes; Bill Gates of Microsoft and Larry Ellison of Oracle. In 2007, Recruiting & Staffing Solutions Magazine named him "The Billion Dollar Man", based on successful collections of more than 1 Billion dollars in past due debt. With a career spanning 30 years as CEO of Adams, Evens & Ross NC, LLC, he's in the business of getting clients paid.