Firing An Employee the Right Way | EP 32

I once hired a job candidate very quickly. Too quickly. George (name changed) came in for the interview and impressed us. Our agency needed developer badly, so like idiots, we just went with our gut feel and hired him the day of the interview without calling references. George started the job, and I gave him a relatively simple assignment  -  integrate a Google Maps plugin with our CMS. Over the next few weeks, I checked in regularly, “How is it going?” “Do you need help?”  He gave excuse after excuse why he wasn’t finished. Eventually, our client was upset that the project was late, so I came in on a Saturday to get it done myself (I’m not a trained developer like George said he was). Within an hour or two of Googling, I had figured out how to get the project done and delivered it to the client.  I was ecstatic the job was complete, but I was furious with George for misleading us into thinking he had any skills as a developer. That Monday he called me because he noticed he couldn’t log into any of his company accounts.  “Am I fired?” “Um, yeah.”