The feature Op/Ed column in this week's Workforce Week asks a chilling question - Would you have hired Cho Seugn Hui? Given the fact the incident was based on campus at Virginia Tech, I really didn't contemplate that when reading the coverage a few weeks ago. From the column by Alan Rupe:
"I am certain human resource professionals and managers across the country laid awake at
night last month wondering, "Would I have hired Cho Seung-Hui if he applied for a job at my place of business?" There is reason to worry.
The simple truth is that the same questions required to weed out mentally disturbed gun purchasers ("Do you have a diagnosed mental illness regardless of whether you are receiving treatment?") cannot be asked of a person applying for a job operating a rivet gun or driving schoolchildren on a bus without violating the Americans With Disabilities Act. Savvy employers know that under the ADA, employers may ask only if the applicant is able to perform the essential functions of the job with or without a reasonable accommodation."
That's the truth. There's not much protection out there, or even a clear path to figure out who's mentally troubled and prone to workplace violence even if seeking such information was legal. The only way you could get what you needed in this area is through some type of psychological testing, but that's cost prohibitive and would likely be challenged as not relevant to most jobs.
The best shot at getting the information? That has to be references, since that's a more fluid process than other components of a normal background like criminal record checks. Obviously you can't ask if the person is crazy, but phrases like "Tell me about Cho's interactions with teammates" are always available and in play. As always, what people don't say sometimes speaks volumes towards what you need to know.
Alas, the odds are stacked against us in this area. Good luck.
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