Hi Swapna,
for which position u have recruited and for which technology? how many rounds u have taken?
ok now past is past..that guy is in ur company correct? why don't u give training to he/she. so that guy can improve his performance.
what do u say?
From India, Hyderabad
for which position u have recruited and for which technology? how many rounds u have taken?
ok now past is past..that guy is in ur company correct? why don't u give training to he/she. so that guy can improve his performance.
what do u say?
From India, Hyderabad
Dear Swapna,
This happens in most of those organization in which all the candidates are selected by HR only no oether line manage is involved in the selection process.
Please make it a practice to get the candidate interviewed and assessed by the manager whom he will be reporting to if shortlisted & joins your company.......
This will help ur organization to select the candidate who suitable for the position and the manager will be equally accountable for hiring any of his team members ............
The solution is easy to implement......
Do let me know your comments on the same............:-P
Cheers
HR PRop:idea:
From India, Pune
185This happens in most of those organization in which all the candidates are selected by HR only no oether line manage is involved in the selection process.
Please make it a practice to get the candidate interviewed and assessed by the manager whom he will be reporting to if shortlisted & joins your company.......
This will help ur organization to select the candidate who suitable for the position and the manager will be equally accountable for hiring any of his team members ............
The solution is easy to implement......
Do let me know your comments on the same............:-P
Cheers
HR PRop:idea:
From India, Pune
Hello Swapan
First go through the job descrips actually what job wants ,then analyze the best skills needed to perform that job after then where that ne employee is standing if he has those skills & little improvement is enough to perform him better.Then give those improvement as training sessions of the company .so that he also not feel demotivated that he is not perfoming well thats why company has organized specially training for him.On the other appraise him that u are performing well quite gud but u need little training so that u grow more & perform the Task Best.
I think work just try it .
Also reply hw u feel regarding the suggestion
ok tc
Regards
Shikha
From India, Indore
First go through the job descrips actually what job wants ,then analyze the best skills needed to perform that job after then where that ne employee is standing if he has those skills & little improvement is enough to perform him better.Then give those improvement as training sessions of the company .so that he also not feel demotivated that he is not perfoming well thats why company has organized specially training for him.On the other appraise him that u are performing well quite gud but u need little training so that u grow more & perform the Task Best.
I think work just try it .
Also reply hw u feel regarding the suggestion
ok tc
Regards
Shikha
From India, Indore
You didnt explain the situation fully.
But my suggestion, put the Recruitment & selection flow in place. take the feedbcak of all the req owners (HOD) on this and impliment it. so that tomorrow nobody can question it again. In the Comapny I have also seen many the times, if something go wrong, somebody has to take the blame and its mostly the weekest designation/person who suffers.
From India, Bangalore
But my suggestion, put the Recruitment & selection flow in place. take the feedbcak of all the req owners (HOD) on this and impliment it. so that tomorrow nobody can question it again. In the Comapny I have also seen many the times, if something go wrong, somebody has to take the blame and its mostly the weekest designation/person who suffers.
From India, Bangalore
My Dear Sir,
Your Manager is right. While recruiting, did you consulted with the concerned manager ? if not then this is the problem.
Now come to the solution point, as a person of HR, please find out the reason behind this. It will be unfortunate if you simply follow the instructiohn of the manager say good bye to the new recruitee. If technical problem is there, he can be upgraded gradually up to the required level. Or you can depute that person in another suitable place.
But pls don't disturb the new recruitee as it will be against the ethics and value of HR.
It is your fault if you have selected such an incompetent person,
OK bye..............
pls reply...
dps chauhan
From India, Delhi
Your Manager is right. While recruiting, did you consulted with the concerned manager ? if not then this is the problem.
Now come to the solution point, as a person of HR, please find out the reason behind this. It will be unfortunate if you simply follow the instructiohn of the manager say good bye to the new recruitee. If technical problem is there, he can be upgraded gradually up to the required level. Or you can depute that person in another suitable place.
But pls don't disturb the new recruitee as it will be against the ethics and value of HR.
It is your fault if you have selected such an incompetent person,
OK bye..............
pls reply...
dps chauhan
From India, Delhi
Hi swapna
As all discussed the points are similar and i think u didn't get the right answer
well, Sanjeev given little bit correct response
Any how , whats ur position --- that tells u that ur position is last in taking a Candidate IN
well, what dept means --- is the New Candidate is for that particular dept, then what about the Dept head , had he checked the candidate before taking .
WHETHER this recruitment is for IT or Non - IT
Basing on these queries and response from ur side, we can SUGGEST best ANSWER
ok
From India, Hyderabad
As all discussed the points are similar and i think u didn't get the right answer
well, Sanjeev given little bit correct response
Any how , whats ur position --- that tells u that ur position is last in taking a Candidate IN
well, what dept means --- is the New Candidate is for that particular dept, then what about the Dept head , had he checked the candidate before taking .
WHETHER this recruitment is for IT or Non - IT
Basing on these queries and response from ur side, we can SUGGEST best ANSWER
ok
From India, Hyderabad
hi swapna,
its good to have all kinds of experience and we also should learn from it how to face it bravely.
to avoid such situations in future; additioanl to the above replies you can also ask for proper job description and after the HR round the individual can go for the technical round.
kinjal
From India, Mumbai
its good to have all kinds of experience and we also should learn from it how to face it bravely.
to avoid such situations in future; additioanl to the above replies you can also ask for proper job description and after the HR round the individual can go for the technical round.
kinjal
From India, Mumbai
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