Would you hire HP's former CEO?

Jessica Ayer · August 2010

A lot of you have probably heard about Mark Hurd, HP's CEO who was recently let go for his conduct. [URL="http://blogs.hrhero.com/oswaldletters/"]The Oswald Letter[/URL], one of our blogs, recently had a [URL="http://blogs.hrhero.com/oswaldletters/2010/08/20/did-hps-board-make-the-right-call/"]post [/URL]about whether HP's Board made the right call in firing Hurd.

Another [URL="http://forum.hrlaws.com/showthread.php?t=66839&page=2"]post [/URL]in this forum (in a thread discussing the JetBlue employee who recently exited his employment as a flight attendant in a grand fashion) wondered whether other employers would be inclined to hire such an individual. It made me think about Hurd, who apparently did great things for HP while he was there (obviously he also did bad things), and whether other employers would be clamoring to bring him on board or whether they would stay away.

What do you think about bringing a "superstar" on board who was recently fired by another company for bad conduct? Is the risk worth what he or she might do for your company? What would you do in this situation?

Dasher · August 2010

If I know someone was fired for bad conduct, I would not recommend hiring them -- superstar or not. Attitude/conduct is more important to a small company like ours than grandiosity (is that a word, LOL). So superstars stay away!

ritaanz · August 2010

Interesting. Which accusation is worse, the sexual harassment or cooking his expense accounts? I would hard pressed to present him to my bosses as a viable applicant.

Sharon McKnight SPHR · August 2010

I think that the Board at HP made the right decision when they termed him. He was charged with sexual harassment and was found to be innocent of that charge but was found to have misused his expense account to cover up a questionable personal relationship and was termed for that deceit. With that said, whether I would hire a superstar who had been termed for bad conduct would depend on what that person had done and what I needed him or her to do for my company.

Some people do learn from their mistakes and anyone deserves a second chance. I would, however, if I didn't already have them, put systems/processes in place to monitor performance and adherence to policies, etc.

Just my two cents.

Sharon

Still Need Coffee · August 2010

Agreed. If anyone wants an interesting case study on second chances and bad behavior, check out Men's Wearhouse - they have a fascinating history of employing those who are in need of second chances...including the CEO himself.

Tony Kessler · September 2010

That didn't take long! The [I]L.A. Times[/I] and other publications are reporting that Mark Hurd may have a new job soon.

[URL]http://bit.ly/d6DObD[/URL]

Give Oracle credit for minimizing the PR hit by allowing the word to filter out over a long holiday weekend. tk

Paul in Cannon Beach · September 2010

On one hand, he may be a superstar that has learned a huge lesson and will be a better person.

Kind of like eating at a restaurant that was recently closed down for health code violations. You know that (at least for awhile) they will be very careful.

Sharon McKnight SPHR · September 2010

Kind of makes one wonder what Oracle's Ellison gets up to in his spare time.

Sharon

Sharon McKnight SPHR · September 2010

With Hurd going to Oracle, HP is now suing Hurd for breach of his non-compete agreement.

To read about it, [URL="http://www.msnbc.msn.com/id/39042088/ns/business-us_business/"]click here[/URL].

Sharon

ACU Frank · September 2010

HP's position is interesting... that Hurd can't possibly do his job without violating a confidentiality agreement. They're not alleging any violations - yet - simply predicting them and asking the court to side with the crystal ball. If HP is successful, it sets a risky precedent, IMO.

Would you hire HP's former CEO?

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