What You Should Know Before Hiring Your Employees' Friends

By Team StaffingForce on April 10, 2017

Photo I What You Should Know Before Hiring Your Employees' Friends.jpegNobody will argue with you about the importance of workplace culture. It is perhaps one of the biggest factors in employee turnover, which can cost your business thousands of dollars each year, if you let it get out of control. Needless to say, workplace culture deserves a second (and sometimes a third) look by your upper management team, and many experts will argue that one way to cultivate a positive workplace culture is by relying on your current employees’ connection as your primary pool of candidates. Others will tell you that you shouldn’t dream of indulging this form of nepotism. Let’s take a look at the pros and cons.


  • The candidate will already be familiar with at least some of the inner workings of your business. This means that he or she will have already decided whether or not your company is a good fit for their own personality.
  • Your current employees are much more likely to accept the new hire into the fold. This will have a huge impact on things like training time, the ability to think with a “team” mentality, and overall job satisfaction within those first few months.
  • Your new hire is much more likely to perform well, and if the match doesn’t work out like you hoped, he or she will be much more likely to give you a fair amount of advanced notice. You get generally better results when employees have a reputation to uphold with individuals who will see them outside of work.


  • If this situation is not handled properly, it’s possible for other employees to view this arrangement as some sort of preferential treatment, which will have the opposite effect on the vibes in your workplace.
  • If there is a problem outside of work, personal drama will find its way into the workplace very quickly, and the effects will be far-reaching.
  • If the employment situation doesn’t work out, it will be tricky to terminate these friends-turned-employees. There’s likely to be gossip when it happens, and possibly, ill will toward you, the employer.
As long as you abide by employment regulations and keep your hiring practices within the confines of the law, how you choose to go about finding your candidates is a matter of preference and what works best for your industry. Always weigh the pros and cons to determine what’s best for your unique situation.