I faced two interviews for HR recruiter & generalist. In the first interview, I was asked, "How do you deal with an employee who does not perform after receiving repeated notices?" The second question was, "If we have full-day work on Saturdays, how will you recruit candidates for our company, considering that in Bangalore, 90 percent of companies have two days off?"
Recruitment Strategies for Challenging Scenarios
As a recruiter, what questions would you ask a candidate to assess their potential for performing well and staying with our company for a long time? Please provide suggestions on how to handle these types of questions.
From India, Bangalore
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Recruitment Strategies for Challenging Scenarios
As a recruiter, what questions would you ask a candidate to assess their potential for performing well and staying with our company for a long time? Please provide suggestions on how to handle these types of questions.
From India, Bangalore
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The Importance of Productivity in the Workplace
Any industry can't run without productivity, and for productivity, performance is the biggest parameter. If, after notice, an employee doesn't improve, then the company should terminate their services. It's a direct and hassle-free method. However, speaking broadly, only giving notice is not a solution.
Steps Before Issuing a Notice
Before giving notice, have you arranged training for the employee? Are you using the right candidate in the right place? For example, if you are using a non-technical employee in a technical role, how can they perform?
Example of Misalignment in Roles
For instance, an MNC assigns the task of procuring mechanical instruments to a translator because he was assisting the Procurement Chief. How can you expect him to be productive when he lacks knowledge of technical specifications and drawings, leading to frequent mistakes? The primary parameter should be addressed first. Even then, if someone is not performing, we should let them go.
From India, Delhi
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1Any industry can't run without productivity, and for productivity, performance is the biggest parameter. If, after notice, an employee doesn't improve, then the company should terminate their services. It's a direct and hassle-free method. However, speaking broadly, only giving notice is not a solution.
Steps Before Issuing a Notice
Before giving notice, have you arranged training for the employee? Are you using the right candidate in the right place? For example, if you are using a non-technical employee in a technical role, how can they perform?
Example of Misalignment in Roles
For instance, an MNC assigns the task of procuring mechanical instruments to a translator because he was assisting the Procurement Chief. How can you expect him to be productive when he lacks knowledge of technical specifications and drawings, leading to frequent mistakes? The primary parameter should be addressed first. Even then, if someone is not performing, we should let them go.
From India, Delhi
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