Ykhjuy

We are a small organisation (50+ people). Recently an employee was fired. Events leading to her termination escalated quickly and everything happened very fast (within 1 day). Obviously, she did not leave on a good note.

Few weeks before she was fired (in good times), she referred her spouse for a role in different team. Nothing happened on her spouse's application in the meantime. We did not hear from the spouse as well. After she was fired, her spouse has been following up with us frequently asking for a chance to interview. The timing is very suspicious but his profile is actually very impressive. The hiring manager was seriously considering his application. (Hiring manager was not aware that he is the spouse of fired employee).

Now when they decided to call him, HR was involved and HR immediately notified the background and this situation. Now we are not sure, how to deal with this. Should we interview him at all or not? Should we mention firing of his spouse and if so, at what point? Should we be prepared for the fact that he is persisting about the interview now to vent out his anger or "take revenge" in some twisted way?

My advice to the hiring manager is give the guy a chance but before that put him on a phone call (along with HR) and ask him directly if he has any grudges about his wife being fired and how would he handle this history if he has to work for our company now.

However, would like to hear other opinions on this matter.

Obviously, some of this depends on the reason for termination.

As with any interview, there's no obligation on either side to continue with the job offer, so use the interview to gauge whether it's a real candidate or a bunny-boiler. People who have an axe to grind will usually have the wheel turning.

Even then, you're covered by the probation period should he interview well and then turn nasty.

While I admit I'd be skeptical that employing this person would be tenable (for either of you really) it's not impossible. Married couples aren't one entity and the spouse may be a thorough professional and able to compartmentalize the situation. So I'd say it's worth interviewing them (assuming that you would if the spousal connection didn't exist).

I would say that it's worth addressing the point in the interview though:

I'm sure you're aware that [name of fired employee] is no longer with the company. Do you anticipate that causing any issues were you to be employed here?

And see what their response is.