HI Swapna,
I suggest you do the following:
1. Check the JD you were given
2. Compare it with the CV and note down the reasons you or the line mgr felt matched to make a fit.
3. You yourself check out from the function regarding the performance of the employee. Remember it is only a month that the employee joined. He needs time to prove himself.
There may be many reasons he may be called a non performer. Get your facts right, check out through grapevine if his boss is the problem.
You may have your answers to your boss.
As rightly mentioned by others above, some recr decisions may not be perfect.
In such case take it as a learning. In recruitment such mistakes only make you realise how to analyse and identify the right candidate during interviews. This makes you an experienced interviewer.
All the best
Lee
From India, Bangalore
I suggest you do the following:
1. Check the JD you were given
2. Compare it with the CV and note down the reasons you or the line mgr felt matched to make a fit.
3. You yourself check out from the function regarding the performance of the employee. Remember it is only a month that the employee joined. He needs time to prove himself.
There may be many reasons he may be called a non performer. Get your facts right, check out through grapevine if his boss is the problem.
You may have your answers to your boss.
As rightly mentioned by others above, some recr decisions may not be perfect.
In such case take it as a learning. In recruitment such mistakes only make you realise how to analyse and identify the right candidate during interviews. This makes you an experienced interviewer.
All the best
Lee
From India, Bangalore
dear Mr. x,
This situation needs to be handled carefully. it's imperative that you have hired someone to join your organisation as per the requirements of your organisation, but now it is found that he is performing as per the desired expectations. Its not a big problem.
you need to talk to the candidate about the assessment done and needs to be discussed at length with him.
Give him one chance to prove his worth to the roganisation and tell him clearly that if his performance has not improved even after a month's time he should be counselled and need to be told to resign from the services or else terminate his services.
but at the same time you need to improve your interviewing skills based on the competence required for a particular position for which a person needs to be hired.
thanks
Amit Gera
From India, New Delhi
3This situation needs to be handled carefully. it's imperative that you have hired someone to join your organisation as per the requirements of your organisation, but now it is found that he is performing as per the desired expectations. Its not a big problem.
you need to talk to the candidate about the assessment done and needs to be discussed at length with him.
Give him one chance to prove his worth to the roganisation and tell him clearly that if his performance has not improved even after a month's time he should be counselled and need to be told to resign from the services or else terminate his services.
but at the same time you need to improve your interviewing skills based on the competence required for a particular position for which a person needs to be hired.
thanks
Amit Gera
From India, New Delhi
Dear Swapna,
If its the reality that the person is not really performing then, you may put the person on Performance improvement plan after you have one o one discussion with him/her and shring the realities about the performance.
After that clarity and one month time if the person still not showing result you may ask him to put his pappers or may proceed for his termination.
regards,
Parag
From India, Pune
If its the reality that the person is not really performing then, you may put the person on Performance improvement plan after you have one o one discussion with him/her and shring the realities about the performance.
After that clarity and one month time if the person still not showing result you may ask him to put his pappers or may proceed for his termination.
regards,
Parag
From India, Pune
Dear swapna,
the information that is supplied is short tooo short. U sound hurt that the mgr has not appreciated your efforts on recruitment. He could have plans of taking someone else on the job or worried abt performance. Either ways ur candidate is out. So take no worry relax.. the decision has been made, thats what i think
From India, Nagpur
the information that is supplied is short tooo short. U sound hurt that the mgr has not appreciated your efforts on recruitment. He could have plans of taking someone else on the job or worried abt performance. Either ways ur candidate is out. So take no worry relax.. the decision has been made, thats what i think
From India, Nagpur
Hallo Swapna,
In your case first thing you have not mention in which capacity you are working, but if you are working as an HR Manager Your company must have given you what quality the candidate should have and if you have made selection on that basis you should not be blamed.But what i feel is that there should be proper procedure to select the candidate so as to avoid such type of situation.
Procedure suggested by Asnav Tejesh is the right one.
From United Arab Emirates, Dubai
In your case first thing you have not mention in which capacity you are working, but if you are working as an HR Manager Your company must have given you what quality the candidate should have and if you have made selection on that basis you should not be blamed.But what i feel is that there should be proper procedure to select the candidate so as to avoid such type of situation.
Procedure suggested by Asnav Tejesh is the right one.
From United Arab Emirates, Dubai
hi friend
As i gothrough ur problem i think some way half of the portion is coming under dark. as that person u recruit , this decision only from u not using any parameter or any sort of job description is there.If this then this will be make with the concent of the management, and behalf of the manager who make a complain if u light upon that matter then its easier to give the ans.
well give me details i will definitely try.
regards
sidhartha roy
GM-Admin and Operation
(Logicsoft Tech)
Email:
M: 09433126502
From India
As i gothrough ur problem i think some way half of the portion is coming under dark. as that person u recruit , this decision only from u not using any parameter or any sort of job description is there.If this then this will be make with the concent of the management, and behalf of the manager who make a complain if u light upon that matter then its easier to give the ans.
well give me details i will definitely try.
regards
sidhartha roy
GM-Admin and Operation
(Logicsoft Tech)
Email:
M: 09433126502
From India
Dear Swapna,
As all the other members are putting it across, there are clear roles for the HR and the dept heads who are participating in the interview. When a wrong candidate not suitable for the company enters, put it across clearly where the evaluation has gone wrong. Make it a opportunity to revamp the selection process and roles of the line managers who sit in the interview.
From India, Madras
As all the other members are putting it across, there are clear roles for the HR and the dept heads who are participating in the interview. When a wrong candidate not suitable for the company enters, put it across clearly where the evaluation has gone wrong. Make it a opportunity to revamp the selection process and roles of the line managers who sit in the interview.
From India, Madras
Hi,
For any interview not only technical skills, other skills such as eligibility/past exp are also validated, and m sure one person cannot validate all things at one go. So you must have atleast a couple of rounds to shortlist.
There are possibilities that biased opnion getting formed, in cased of a single round, so you must actually think in terms of strengthening your process. And the damage whichever is done, you can always justify by saying the parameter on which you did actually decide.
--RB
For any interview not only technical skills, other skills such as eligibility/past exp are also validated, and m sure one person cannot validate all things at one go. So you must have atleast a couple of rounds to shortlist.
There are possibilities that biased opnion getting formed, in cased of a single round, so you must actually think in terms of strengthening your process. And the damage whichever is done, you can always justify by saying the parameter on which you did actually decide.
--RB
I am also aggring with our personals suggession.Better you follow the startergies in interview.Nelson Richard Kumar.S
From India, Bangalore
From India, Bangalore
hi Swapana,
I believe at the moment of his selection you was not only person who had taken his interview.Other person were also there in the panel.So how can u alone give answer in this issue and moreover if u has chosen him on the selection parameters ,so u can explain it and justify urself.So just clarify all the things to ur seniors.
regards
shikha
From India, Bangalore
I believe at the moment of his selection you was not only person who had taken his interview.Other person were also there in the panel.So how can u alone give answer in this issue and moreover if u has chosen him on the selection parameters ,so u can explain it and justify urself.So just clarify all the things to ur seniors.
regards
shikha
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
