The employee might’ve done something wrong or immoral, but that’s the worst-case scenario. Sometimes, unfortunately, it comes down to overall company performance.

We are all human and will always make mistakes. No doubt about it. It doesn’t necessarily mean we’re not good people. It simply means there was a problem and it may not have been handled in an ideal way.

Now, take yourself as your own example. Have you ever made a mistake? Would you still consider yourself a good worker? If you answered “yes” (you should), then you need to fairly evaluate your candidate and give them a chance to explain the situation.

Here are a few questions to keep in mind when you’re interviewing someone who’s been let go:

What Happened?

Give them a chance to explain themselves. There could be many factors that were involved with their situation. But here’s the thing you should remember: Yes, ask them what happened, but don’t forget to verify the story. Do a reference check and speak to their previous supervisor if possible so they can tell you what happened and if their recollections match up.

Did They Try to Solve the Problem?

Whatever the reason they were fired, it stemmed from a problem. Ask them what the problem was and where they think it went wrong. Truthful candidates will be honest with you (and themselves) about what went wrong. Did they take responsibility for it? This will let you know if they realized a problem was there and if they tried to fix it.

Have They Grown from the Experience?

They were let go, it’s over with and done. But did it affect them? Or did they go unscathed? Ask them what they learned from the experience and what they would’ve done differently. If you get nonchalant answers with no explanation, they obviously don’t have much regard or understand the seriousness of it. This is an indicator for you of why they might’ve been fired and you probably shouldn’t hire them.

How do you feel about this? Would you ever hire someone who has been fired?