How To Deal With A Bad Hire

Every brand, company or corporate has to undergo the pain of a bad hire at some point in time. But, once done, undoing it isn’t an easy task because you have already got into a sticky situation. Though, learning from your mistake is the first step you can take to work around it but you do need to find a sensible way out. Document the points about what went wrong while doing the hire primarily. Then, make a list of points that need a review before hiring.

1. Devise a meticulous interview process – In order to help you foresee the performance of a candidate in the future, document all the verbal as well and non-verbal traits and behaviors of the candidate. This could especially be used for review before doing a hire.
2. Design a thorough process for screening – Even though the hiring is done through the HR team and the recruiters, always try to design a methodology to record and evaluate the steps and how to use the evaluation in the future.
3. Communicate the Company Values – The company values and its culture need to be defined and communicated to the applicant in order for the candidate and company to understand whether he or she is a culture fit or not.
4. Understand their objectives – We spend most of the time of our day in office once we start working and hence it is very important to understand the candidates' role and how it is in sync with his or her goals in life as well as temperament and behavior. It does require a good ear though.
5. Check on Previous Work Experience – Use the information around the previous experience of the candidate to find out the problem-solving abilities, the value systems, and overall skill sets. Visiting their social media accounts also gives you a sneak peek into your candidate.

These are just a few points that you need to keep on your checklist to avoid bad hires. As once the onboarding is done, and you find that the hire is bad and it’s not a situation that could be given time, then better to cut off early in order to avoid further losses.

*Sourced from Internet

Vhire4u is the Lading IT Job Consultancy in Bangalore

3 most valuable contributions of Recruitment Process Outsourcing

An RPO or Recruitment Process Outsourcing Provider is a third party resource which handles all the HR activities for the company. Smart or dumb, Recruitment Process Outsourcing is the call of the day.

Now-a-days companies rely on third party service providers who expertise in Recruitment Process Outsourcing. The internal hiring, training, selection process as well as the induction formalities are all handled by the RPO agency. To derive maximum benefits of such a strategy it is essential to understand the nuances of the game.

The various culminating factors are-

• ·         Increase in productivity issues
• ·         More saving in time and money
• ·         Narrowing the gap between the contractor and the company

Productive task force is the primary benefit of the RPO. As more and more RPOs come into existence, we can safely come up with a more target-oriented workforce. Time cuts are another benchmark when it comes to using RPOs for hiring of new recruits. Also cost cuts can be brought about because there will not be any need to assign newer jobs to present employees. So RPO helps to propel the business forward.

The service provider and the outsourcing company can be expected to bridge the gap between them so as to maximize the profit margins for both of them.

When it comes to Indian Recruitment consultancies, hype for RPO services are pretty high. Cities like Pune, Bangalore,. Noida and Gurgaon are leading, when it comes to providing RPO services. You can see many Services providers in Bangalore too. If you are looking for a best RPO consultant Bangalore, then you can find countless service providers by a simple Google search.

So to conclude, high quality workforce can be attained by the use of Recruitment Process Outsourcing.

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