Five Ways To Deal With A Bad Hire

It is costly, time consuming, and a manager’s worst nightmare. Hiring a bad employee can cost a company dearly. But assessing the reasons on time and taking remedial steps to rectify performance could help salvage the situation for managers, says Anumeha Chaturvedi. 1 Set a Deadline  Defining someone as a bad hire almost a year after recruiting him does not really cut it, feels T Muralidharan, founder and chairman of recruiting and HR services firm TMI. “Typically a period of 90-120 days is enough to recognise one and will also help put remedial steps into action before the next year,” he says. 2 Assess the Reasons  The reasons why a manager would not approve of an employee can be multiple and varied. “The most crucial aspect of dealing with a bad hire is the manager’s assessment of the problem. It is only after assessing the reasons can a manager decide on whether the employee should stay the course or should be terminated,” says Tarun Katyal, chief human resources officer at MTS India. 3 Gather Solid Evidence  The veracity of reasons can only be highlighted once managers back up their reservations and concerns by facts and figures. Documenting evidence against employees can also put their own doubts to rest. Allegations of grave nature like sexual harassment require solid evidence and proof before initiating action, says Muralidharan. 4 Engage and Provide Feedback  At MTS, a new hire performed spectacularly well in the first two months, only to flounder later. Post frank discussions, the manager realised the sudden downward spiral stemmed from the employee’s mother’s illness. Engaging with employees and providing constant feedback will help rein in rude shocks. 5 Facilitate Counselling  According to a survey, 41% of the companies surveyed stated that a bad hire in the last year has cost them at least $ 25,000. Factors like inability to deliver results or slow learning can be addressed through counselling. (The Economic Times, Mumbai, 04-04-2014)