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Hi Friends
I need help to solve a scenario ........
Its like as follows ........
I recruited a candidate as per the company requirements . After a month my manager come to me saying that the candidate's performance is poor and asked me on what basis did i select the candidate.
Pls suggest me what further steps i need to take in solving this issue
Thanking you In Advance

From India, Hyderabad
We are not able to understand well about the candidates skill during the interview, they may answer the tricky questions well. Therefore most of the company is providing probation period for new joiner to identify whether he/she can contribute someting towards the organization's growth. Recruitment is not @ all easy task, you cud've pass the candidate to the technical person the area which he/she suppose to work. You can tell the manager if he/she fails the probation would take the necessary action accordinig to your company policy or provide needful training to improve his/her weak areas.

From Kuwait, Kuwait
Hi Swapna,
You can inform your senior the criterias you had used for selection of the candidate. There are times when such experiences can help enhance the process further. You can recommend some changes in the way recruitment is met with in ur orgn. You can suggest some sort of tests which can be introduced.perhaps psychometric tests / written tests in case of a technical profile etc.
Hope this helps.
Take care.

Hi Joseph,Nawas & Disha.....
Your suggestions are of great help...thanks a lot..
I request other members to put forth their views & suggestions as well so that we can have a healthy discussion on right recruitment and selection.
Thanking in Advance to all..

From India, Hyderabad
Don't you have the line manager present when you interview? That way, he can ask technical questions probing the candidates knowledge, you can concentrate on the HR aspects. He also carries part of the blame if things go wrong!
From United Kingdom, Glasgow
Tell ur Boss that i have selected the candidate as u mentioned the skill required in him but now if he is not performing properly there might be the case that he is not trained properly train him\her properly and then see if he performs properly
From India, Mumbai
Doing interview is an art, not every body can take interview.
Does your company has one round of interview or more rounds of interview, Its better to have two to three rounds of interview before selecting a candidates.
first round should be With HR , if the candidate finds suitable for HR then we can go further
and second round should be his immediate manager, so that he is the person with whom he has to work, let him choose the candidates for his department
and final round should be with Director or GM.
This way we can avoid the things like in your case.
You will be deciding only in HR prospects like communication skills, stability,previous work experience and salary part.
Your manager will be decide his ability to work, his past performance, managing skills etc.
your Director or GM's has to talk with the candidate its like a final decision after analyzing your comments on the candidate.
This is the process we follow in our organization.

From India, Mumbai
Hai swapana
i agree with all of our freinds suggestion, must say you that recruitment is very critical factor for choosing righ person,we must have to know him with sorts of factors like behaviour, technical skills, experinece etc.
If we followed the above mentioned factors definitly you will get right person
Hope you got it

From India, Delhi
I think there is some more information that you needs to provide to help us to provide right approach.
1)What is your level in the organization?
2)The individual was hired for which department ?
3)Who took the functional / technical interview of the individual?
Thanks and Regards

From India, Mumbai
I agree with Sanjeev. We need some more information with regards to the candidate and the interview. Did you take his interview alone and only on the basis of your recommendation the candidate was selected. In that case how did you evaluate the candidate. Please also ask for more details on his present performance. What are the specific areas in which he lacks performance? You will have to look at the whole thing very objectively. Once we know all this further course of action can be decided.
Umesh Sharma

From India, Madras

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