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Politics, politics, politics (so long and thanks for all the fish)

If your recruitment policy isn't robust enough to sniff out a turds a body shop, then your ain't as smooth an employer as you think you are

Just to use the same level of logic I've seen on here for years
 
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Grays_1890 said:
If your recruitment policy isn't robust enough to sniff out a turds a body shop, then your ain't as smooth an employer as you think you are

Just to use the same level of logic I've seen on here for years
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some of the sme’s out there might not have taken on a new person for many years so perhaps this policy would have become a barrier to that.
 
johnola said:
some of the sme’s out there might not have taken on a new person for many years so perhaps this policy would have become a barrier to that.
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I think thats more the reason to be robust with recruitment? If we do anything we get recommendations, reach out to peers in the industry beyond references. At the end of the day, if we recruit someone who is only one day worthy, thats on us, I will swallow the month probation knowing its me thats fcuked it
 
Grays_1890 said:
I think thats more the reason to be robust with recruitment? If we do anything we get recommendations, reach out to peers in the industry beyond references. At the end of the day, if we recruit someone who is only one day worthy, thats on us, I will swallow the month probation knowing its me thats fcuked it
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So do you need the legislation or not?
 
Grays_1890 said:
I think thats more the reason to be robust with recruitment? If we do anything we get recommendations, reach out to peers in the industry beyond references. At the end of the day, if we recruit someone who is only one day worthy, thats on us, I will swallow the month probation knowing its me thats fcuked it
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What if they're smart enough to work hard for their probation and then stop giving a fudge?

Performance management to dismissal will probably take another 6 months. Longer if they're smart enough to just skirt around it.
 
scaramanga said:
What if they're smart enough to work hard for their probation and then stop giving a fudge?

Performance management to dismissal will probably take another 6 months. Longer if they're smart enough to just skirt around it.
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Then there would be a trend in previous jobs often, if there is a trend that bucks with you then maybe its you and not them? Maybe they might have something going on at home and need empathy and motivation, who know.

I have made one major mistake on employment and thats because I didn't follow a process and went with gut instinct, the point is, there is plenty out there to get it right if you really want to put the effort in and get the best people for the job,
 
Grays_1890 said:
Then there would be a trend in previous jobs often, if there is a trend that bucks with you then maybe its you and not them? Maybe they might have something going on at home and need empathy and motivation, who know.

I have made one major mistake on employment and thats because I didn't follow a process and went with gut instinct, the point is, there is plenty out there to get it right if you really want to put the effort in and get the best people for the job,
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Why would a previous employer that wants rid of them give them anything other than a glowing reference? They'd do anything they can for them to take a new job.

Maybe if they've managed to go all the way to dismissal they could, but that's quite rare in my experience.
 
scaramanga said:
Why would a previous employer that wants rid of them give them anything other than a glowing reference? They'd do anything they can for them to take a new job.

Maybe if they've managed to go all the way to dismissal they could, but that's quite rare in my experience.
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Because in some industries people have prospects outside their current firms, I have let people go because we couldn't match their ambitions and have given them reference to move on because it was the right thing to do, it also meant I could have a fluid route for the next person for their job. You can also go back further into their work history and it not be their current employer. All depends on your confidence and profile in that industry I suppose, thankfully I have a good profile in mine, even if I do say so and these are conversation I have had at events and around the industry for years when it was needed to recruit or find a pathway for a member of my team.

At the end of the day, regardless, there are plenty of tools and routes to making sure you employ the right person, for me its important to take the time and do that, even speaking to your existing team about the dynamics and what they want before hiring someone.

Thats why I won't be visited by Jacob Marley this Christmas
 
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