Hi, I am Ismail from Bangladesh. By a short interview, we have selected an employee for our organization, and he joined us. After joining (one week), we thought/understood that he is not fit for the post by some observations in his training. The trainer gave him a week to understand the things discussed with him. Now, my question is, is it possible to terminate him instantly? Also, what will be the reason/language from the HR point of view if we terminate him?
Thank you,
Ismail
From Bangladesh, Dhaka
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Thank you,
Ismail
From Bangladesh, Dhaka
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Dear Ismail,
Why was the employee selected with a "short interview"? Now, for a short interview, there is short employment, and for the short employment, you want the process of termination to be short. Do companies grow with these shortcuts?
Instead of issuing a letter of termination to the employee, call him to the HR office, explain to him the shortfall in his performance even after the training. Since he cannot deliver the desired level of performance, let him submit a letter of resignation. Follow a normal process of separation.
Regardless of his "short" tenure in your company, pay him the wages for the period that he worked in your company.
Thanks,
Dinesh Divekar
From India, Bangalore
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8218Why was the employee selected with a "short interview"? Now, for a short interview, there is short employment, and for the short employment, you want the process of termination to be short. Do companies grow with these shortcuts?
Instead of issuing a letter of termination to the employee, call him to the HR office, explain to him the shortfall in his performance even after the training. Since he cannot deliver the desired level of performance, let him submit a letter of resignation. Follow a normal process of separation.
Regardless of his "short" tenure in your company, pay him the wages for the period that he worked in your company.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Ismail,
I suggest having a robust interview process instead of a short interview. I opine that the interviewer is solely responsible for this shortfall. If the candidate is an experienced person, he might have left his previous employment and joined you with a lot of expectations and enthusiasm. In case you discontinue him within a short span, it will be difficult for him to secure a job immediately.
Considering all the above facts, I suggest you call him, have a discussion, give him some time, organize some more training, and if he is not meeting your requirements even after extended training, then you can make a decision. However, I suggest you strengthen your interview process; otherwise, the organization's image is at risk of being damaged, making it challenging for you to attract candidates in the future.
Thanks,
Kameswarao
From India, Hyderabad
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I suggest having a robust interview process instead of a short interview. I opine that the interviewer is solely responsible for this shortfall. If the candidate is an experienced person, he might have left his previous employment and joined you with a lot of expectations and enthusiasm. In case you discontinue him within a short span, it will be difficult for him to secure a job immediately.
Considering all the above facts, I suggest you call him, have a discussion, give him some time, organize some more training, and if he is not meeting your requirements even after extended training, then you can make a decision. However, I suggest you strengthen your interview process; otherwise, the organization's image is at risk of being damaged, making it challenging for you to attract candidates in the future.
Thanks,
Kameswarao
From India, Hyderabad
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