Terminating An Employee Based On His Performance.

Hi Team,

Greetings!!

I have recently joined this group. Although, I have put in Five years of HR Experience, I have found one Peculiar problem with my Current Co.

Our Co. is CMMI Level 5 Co. and we're the major vendors for A Big MNC.

We Source Manpower for them and they do the Initial Selection and the Fitment Interview.

Process:

1. Initial Selection: They Meet the Candidate F2F and then Send us a request for hiring. We accordingly Hire the resource for them.

2. Fitment: After the Hiring is done, The candidate has to undergo the fitment interviews of that particular Client's Client.

Problem:

The problem lies in the Candidate's transition between 1 and 2(above).

The Resource has to resign from his Earlier Co. and has to Join the new Co.(us). When they attend Fitment interviews and fail in them, they have to be said a curt "Sorry, You have been Rejected on Performance Issues".

Now, What does the Resource do?? He cannot Join his earlier Co. neither he is on the new co. rolls.???

Any ideas...how should this be solved??

I have my own answers......but then...your opinion is also sought.

Regards

Kumarpal Jain

Bangalore.

hi Kumarpal Jain
- create a bench for the company by paying a percentage of salary...
- tell them not no quit till they get a job assurance
-ask employerz for minimum lead time for resource to be settled...
- whatz ur company into exactly???
what say??
regards
scare_crow

Hi Jain,
Though I'm not from the IT Industry, I guess, when the MNC had outsourced its recruitment to you, it should not be re-checking the quality of the candidates recruited by you. Currently, I guess, they are re-recruiting the candidates by putting the candidates through the interview process. You can suggest that at random they can do the re-checking at the quality of the candidates, but not all of them. (or) You can make the final offer to the candidates after your client has seen and approved of the candidature.
Thanks,
AP.Justin

Hello Kumarpal:

>The Resource has to resign from his Earlier Co. and has to Join the new Co.(us). When they attend Fitment interviews and fail in them, they have to be said a curt "Sorry, You have been Rejected on Performance Issues".<

Oh my, that is a bad business practice for at least two reasons.

1 - it is unfair to the new hire and

2 - future job applicants if they learn of the practice may refuse job offers.

>Now, What does the Resource do?? He cannot Join his earlier Co. neither he is on the new co. rolls.???<

Business managers often shift the burden of poor decisions onto other people. When new hires fail to become successful employees that is an indictment of management, they don't know how to evaluate job applicants for their job suitability

>Any ideas...how should this be solved??<

Yes, start matching the qualified to be hired job applicants to the demands of the job before the job offer is made. Turnover decrease while productivity increases.

Be aware that some hiring managers prefer to hire applicants they like rather than the applicants who will become successful employees.

Hi Kumarpal
You can reduce the chance of the person not moving to the next level by taking the required tests before he is given the actual offer letter. I believe that no persons quits a company, if he doesnot have an offer letter in his hand..
As already stated by somebody, maintaining a bench is the best idea, as though you can substancially reduce the chance of rejection by the client, it cannot be totally eliminated... In such a case the person might then be put into some other project based on this skill sets.

Hi Kumarpal

I am from a BPO industry. We have faced the same issue what you have notified in ur input.

It is unfair to say an employee to resign from the organization due to the non clearance of the selection procedure of client & give bad image to the industry about your company & its procedure.

To avoid :

1) You can get closure to the short listing procedure of the client where you can understand the requirement of the client, so you can do the selection of proper profile

2) You can speak to the client that after you select the candidate, the candidate will be on roll for minimum a particular period either the candidate cleared his/her test or not. So this will avoid some misconceptions

The final options is as per Mr. Scare_Crow,

3) Ask the employee not to quit the other organization before he gets his job confirmation from client (this will be critical & leads to legal procedure against dual employment though he is on training)

4) can have bench where we can keep the employees provided client gives approval

To be honest, I dont understand why any worker would give up one job without having a signed contract for a new job. Very risky!