HR: Workplace Violence - Hiring

In almost every incident involving workplace violence -- or how to prevent workplace violence, there is a discussion related to hiring practices. Was the organization somehow remiss in its hiring practices? Is it possible to screen candidates for "traits" that might predict workplace violence?

First of all, while we have had too many incidents of workplace violence, they still represent a very small percentage of cases. Trying to predict that would be extremely difficult and lead to a very high number of "false negatives" (Type II errors).

Which raises the issues already being discussed in the tragic case last week (2/12/10) of the Alabama University professor killing three of her colleagues, and wounding three others, over what is being reported to be a dispute over not being granted tenure at the university. Since the incident on Friday, several issues were raised over the weekend. It is reported that the suspect "accidentally" killed her brother 34 years ago in a case that was never investigated (and there are missing files) and that she was questioned about an incident involving a pipe bomb sent to one of her colleagues in Boston in 1993.

Relatives are now asking questions about how she was hired by the university. "I think they need to do a little more investigation when coming down to hiring teachers and things like that," said one of the victim's stepdaughters. Another stepdaughter asked: "How did she even get a job working at the school if she had this type of background?"

Comment: It's interesting that these questions are being raised in stories surrounding the incident. The fact is that it is highly unlikely that either of these incidents would have been revealed in even the most thorough of background checks. The case is getting extra attention, in part because the suspect is female -- which is rare -- but it also has some other factors that make it intriguing for HR professionals to monitor.