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How can we tell an employee we don't want to hire her daughter?

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in Human Resources,People Management,The HR Specialist Forum

What would be the nicest and easiest way of telling an employee that we do not want to hire her daughter. We have used her daughter for several temp jobs in the past. She was OK, but we never would have hired her for a full-time job. This employee acts like it's our responsibility to keep her daughter employed every time a position becomes available in our admin department.—Tina, Tennessee

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{ 6 comments… read them below or add one }

Mohan M prasad October 5, 2009 at 1:10 am

Well, there are times when we create precedents and blame the staff for their expectations.

In the first instance if there is a policy of not hiring the members of the family, one should not have used the daughter’s services even if it’s temporary appointment on several occasion.

It’s more to do with expectations management. The organization had certainly given the candidate and her father who is the employee a wrong signal.

However if the issue is that of competency and her mismatch, it’s better to state it straight and upfront and deal with the issue comprehensively and conclusively.


VRod October 2, 2009 at 10:25 am

Agree 100% with Alex and Tobi, I process referrals like any other applications and I would never discuss an applicant status with an employee and this scenario is no different. Thank her for the referral and that is all. She will eventually get it, stick to your same response every time.


Tobi October 1, 2009 at 12:23 pm

I totally agree with Alex. We only discuss the status of an applicant with the applicant… not their parent, spouse, etc.


Alex September 30, 2009 at 4:16 pm

Why does this ee feel like she’s obligated to be involved in the hiring process. This isn’t the nicest way of handling things, but thank her for recommending her daughter and let her know that after interviewing several candidates you will hire the person most suitable for the job. end of story.


Shelley September 29, 2009 at 5:01 pm

Janet is correct. Having a job description in writing is essential regardless. Does your company have an anti-nepotism policy? I have encountered this situation and explained that I hired the best candidate for the position. It is hard to argue when the person being hired is better qualified.


Janet September 29, 2009 at 4:09 pm

That’s a tough one. We have an employee who pressured us to hire both her son and her daughter, neither of whom were really qualified for any position. She is important to the company, and we did not want to upset her, so we wrote up the specific qualifications for each position, and showed her the written description. It was obvious to her that her kids didn’t have what was necessary, and though she lobbied for us to change our standards so they would qualify, we just kept telling her we would not lower our standards because it would be detrimental to our company and unfair to our clients. It took awhile, but she finally understood (especially when the people we did hire clearly did better work than her kids would have). Having it in writing was the key. It will also help you be clear on your personnel needs; it’s funny how the right person just seems to appear when you really know what you need in a new employee.


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