#Anonymous

I faced two interviews for HR recruiter & generalist,Where i was asked, How to deal with an employee who does not perform after giving repeated notices?And 2ndly If we work on Saturdays as full days how will you recruit candidate for our company wherein in Bangalore 90 percent companies have 2 days off?And as a recruiter what questions will you ask a candidate to know whether they will perform well and continue to work for a long tenure for our company?Please suggest how to deal with this type of questions
29th January 2018 From India, Bangalore
Any industry cant run without productivity,and for productivity performance is biggest parameter ,If after notice he didn't improve then company should leave his services ,its direct and hassle free method,but if we speak broadly only giving notice is not a solution,before giving notice did you arrange training for him or you are using a right candidate at right place , like if you are using a Non technical employee at technical post how can he perform ,(for an example An MNC who uses translator give them task of procurement of Mechanical Instrument only because he was assisting Procurement Chief ,how can you feel that he may be productive because he will do mistake frequently because he is not aware with technical specification,drawings, So first parameter should be fixed and then also if anyone is not performing then obviously we shall kick out him.
31st January 2018 From India, Delhi
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