Lamar Leon | The HR Playbook
Director of HR | Midland Care Connection
How do you involve current team members in the hiring process, if at all?
When I’m hiring for a position, I like to start by interviewing the applicant myself. I’m not just looking for top talent, I’m also looking for a good cultural fit. Someone can have all the qualifications in the world, but if we can’t work together as a team or feel like a family, it usually doesn’t work out long term.
If I feel confident the applicant could be a strong fit, I bring in managers who will be directly impacted by this hire to have the opportunity to ask their own questions. This lets the candidate see who they’d be working with. Involving others not only creates buy-in but also helps us make the best decision for the team and organization.
What red flags indicate a potential mismatch, even if a candidate looks great on paper?
Ultimately, I’ve learned fit matters just as much as credentials. A few red flags I watch for include blaming others or speaking negatively about former supervisors, coworkers and organizations. I also pay attention to candidates who give short or vague answers or show a lack of interest during the interview, which can signal they’re not genuinely interested or invested in the role.
How do you approach the difficult decision to let someone go?
This can vary depending on the employee’s level. For frontline staff, the impact is usually more operational. However, if the person is a supervisor or manager, the decision carries greater weight because it can affect team morale and productivity. I have to consider the downstream impact on their direct reports and overall department function, so I work closely with the employee’s direct supervisor to ensure all reasonable options are exhausted, including coaching and performance improvement plans. We also discuss a reassignment plan of duties to avoid disruption.
The most important part is making sure the termination is handled with respect and professionalism, because everyone is human first. I always offer the Employee Assistance Program (EAP) as a resource because we want to support people even as they exit.
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