by Raghu Nandhan | Feb 4, 2022 | Ace the Interview, Company Insights, Virtual recruiter
With the outbreak of COVID-19 globally, companies have started focusing on remote work flexibility rather than conducting traditional business operations. Why? Because health is as important as work is. If the employees feel sick, then there’s no chance of succeeding. Hence, the most feasible decision today is to prioritize providing homework to your clients.
Many businesses have already provided their employees with permanent work from home, like it’s their responsibility to focus on public health in such tough times. However, as COVID-19 has hit the world suddenly, it was not easy to switch to remote working. Several factors need to be considered and in such a short period, everyone was in a fix to understand how remote work flexibility can be done. Of course, there are many challenges, but then there was no other chance.
Many companies rendered their employees redundant and with this many people have gone unemployed.
Well, now that the situation is under control, companies have started calling their employees to the office. But most of the employees are still demanding work from home, as they neither want to risk their lives nor their family’s health. Now that they have become familiar with work from the scenario, they are demanding remote work flexibility from their employers.
Are they demanding, right?
Today, in this blog, we will be guiding you about it in detail.
Why Say ‘A Yes’ to WFH flexible
There are many reasons why work from home proves to be more beneficial than traditional office jobs. Let’s glance at some benefits of working from home below:
- Helps to maintain work-life balance
It is very much true. In-office job, you travel long distances and don’t get any time left for the family. Work from home is flexible and helps you to maintain a balance between your personal life and professional life. Travel time is set to ‘nil’ and that is the time you can enjoy with your family and relish every moment, every day.
Also, one main advantage of remote working is that you get flexible schedules. No boss is standing on your head for work with a controlling attitude, and hence you can easily work at your time frame.
Suppose you have an average commute time of around 1.5-2 hours daily, which will be entirely laid off when you are working from home. This time can be utilized to do other productive things like reading books, cooking, spending time with family, and so on.
Do you know that more than 30–40 minutes of daily commuting can lead you to stress? Well, it is true and hence working from home will keep this in check.
People who are working remotely are not just saving their money, but also their energy. Money is saved in many ways like commute fares, parking expenses, petrol or diesel expenses, and lunches bought, etc.
Many companies have allowed their employees to work from home and they are doing it for the good of them and their company’s success too. This way, they are going to save too much money for the long term.
- Peaceful working environment
Do you also feel stuck and blank in between work if a noisy environment comes around you in the office? Well, in work from home, you will not lose momentum and rhythm while working. A good and peaceful environment at the workplace helps you to maintain your workflow and this way you will be much more productive than you are in your office.
Adapting to the “New Normal”
Our lives have completely turned upside down with the advent of COVID-19. Work from home has become our new friend and at the same time, this trend seems irreversible. Working from home provides you more flexibility and reduces your everyday struggle to a great extent. If you haven’t experienced work from home, you are now going to do it. Trust us, you will love it. Although you are going to miss your colleagues, those lunch breaks, and chit-chats in between the work change is the rule of life and hence you must always be ready to experience life changes.
Work from home will not be so strict to you. You can work easily at your time frames from your home, and rest you can enjoy with your family. It’s more like freelancing.
Always keep in mind to set a clear boundary between your work-life when you are working virtually. Don’t let your work suffer because it can danger your job thereafter. Just keep doing your work and find some suitable place in your home, away from distractions.
But yes, whenever you are having breaks, make the most out of them. Enjoy it with your family, play with your kids, or even spend it with yourself.
Ideally, the “new normal” is here to stay with us for the latest one or two years in our life, so instead of feeling sad, try to make things interesting. This way you will be more pro-activated towards your work-life.
Work from home: Good for employers too!
The pandemic has made businesses experience how working from home looks like. For many, it is like the toughest thing, but for some, it went smoothly.
Work from home has brought some advantages for employers too. Want to know what they are? Scroll down!
Along with staff being benefited from work from home, employers are also witnessing the same. No rent, building maintenance, equipment, furniture, tea, or coffee costs have to be paid and hence these are their savings too.
For instance, if the weather is a bit unfavorable, then the employees often take work from home or remain on-off. But this is not the case in permanent work from home.
A new way forward!
Although work from home has been a catalyst for many employees out there, people are demanding permanent work from home from their employees. But is it right to ask for it, as it has been a long time now since everyone is working virtually? Hence, to stay active, fit, and maintain a social life, it is essential to switch to a traditional office job now.
However, seeing the situation is under control these days, companies can give alternate day solutions to their employees. That means one day work from home and one day work from the office. This will be an ideal solution going forward.
Persisting work from home culture
After the COVID-19 went crazy across the globe, companies had offered work from home to their employees, but now as the situation is normalizing, they are focusing on coming back to the office and resuming the work from there. Well, the percentage of employees who want to work from the office again is much lower than the ones who want to work from the office. It is almost 30% of employees who seriously want to resume work from the office.
The Bottom Line
In a nutshell, the situation in 2021 is not as worse as it was in 2020. However, we also can’t say that it is back to normal. The correct thing which can be said here is that the situation is getting better day by day. So, it’s a 50-50, say. If the company’s work is getting hampered, then there’s no harm in switching back to work from the office. However, if you as a company can easily work from home, you can stay home with your remote team, safe.
Pragna Solutions has been an active recruiter over the past many years. There has been increased remote work flexibility job posting since 2019. Not only the employees but the employers are welcoming remote work flexibility culture as well.
by Raghu Nandhan | Dec 6, 2021 | Ace the Interview
Sourcing the top-tier talents require a perfect strategy. The trickiest part is that there is no specific formula that will aid sourcing in every business. Strategic sourcing is always specific to the industry and must be tailor-made as per business needs. The talent market is dynamic, and thus maximizing the results of sourcing is only possible with the perfect blend of market trends and best practices.
The winning sourcing strategy can be designed by gaining a deeper understanding of what top talents are demanding and what your competitors are offering. Diversifying a sourcing strategy based on these analytics can help your business gain a competitive edge.
Evolution of Sourcing in 2021 and beyond
After the outbreak of COVID-19, the recruitment cycle has transformed. More and more organizations are adopting technology, focusing on branding, engagement, onboarding to attract the top talents in the market. Sourcing is intertwined with every stage of the recruitment cycle. If the candidate experience is hampered in any of these stages, the purpose of sourcing is defeated.
The most striking evolution of work culture has been the drastic shift from work-from-office to work-from-home. Sourcing is now a complete virtual setup. There are no geographical boundaries, as work arrangements are primarily virtual. Along with the remote work culture, flexibility has become one of the expectations that most candidates are prioritizing. Therefore, the recruiter must reevaluate the expectations of the candidates to source the right fit for their jobs.
While most people were afraid of losing jobs in 2021, the job market reports indicate the opposite in 2021. A major fraction of employees is seeking new opportunities that have led to the Great Resignation phenomenon. This landscape can be attributed to being historical. It surely indicates that most people have become risk-averse and are prioritizing their needs over companies’ demands.
Developing a sourcing strategy under the current circumstances requires empathy in its true meaning. Most companies had enlisted empathy in their core value without practicing them. Today, leveling up the sourcing game won’t be easy if recruiters fail to determine what actually moves and motivates candidates. It invokes meaningful conversation with the candidates, unlike the routine questions and known answers.
Sourcing has evolved and it’s time for recruiters to make an effort to win talents. It requires a deeper understanding of the candidate’s aspirations and priorities and the key to such engagement is starting a meaningful conversation.
Untapped Passive Talent Market
Talent marketing is one of the best practices that your sourcing strategy must include to grab the attention of talents in the market even though they are not actively looking to join your organization. It is a long-term strategy and requires consistency to bear the sweet fruits. Talent marketing serves as a great move to create employer brand image in public as well as build relationships with candidates.
Candidates may not be actively looking for a job change right now, but may think of making a move after a few years. If the organization has been active through talent marketing, candidates will have a higher chance of joining it when they start looking for new opportunities.
Talent marketing is also a necessary sourcing strategy for new businesses that are trying to invade the market against big competitors. It not only attracts the eyes of the top-tier talent but also imparts education about the brand values and work environment.
Another strategy that can turn the tables for your sourcing game is encouraging the active participation of employees in meaningful discussions. It presents the organization as the field where every idea is welcomed. Moreover, employees active on a professional social media platform like LinkedIn or Glassdoor provide prospective candidates with honest reasons to join your organization.
Right Sourcing Tools
In 2021, the scenario has changed for recruitment. Sourcing is not just about publishing the job vacancy in the newspaper or other print media. The top four tools that help to source top-tier talents for organizations are referrals, opting for niche-specific job boards, LinkedIn job postings, and outsourcing sourcing activities to agencies.
- Referrals: Most companies are sourcing the right candidates from their own community. Referrals are being preferred from existing employees to source the right candidates for job roles. Also, it is one of the most cost-effective methods that makes sourcing the most eligible candidate easier and faster. It also reduces the hiring costs.
- Niche-Specific job boards: There are multiple job boards and some of them have niched down to specific departments. Posting jobs on niche-specific job boards attract applications from that niche, thereby eliminating the hassle of unnecessary applications.
- LinkedIn job posting: LinkedIn has become a professional social media platform for professionals from every field. Most reputed companies are harnessing the power of this professional network to reach out or attract the best candidates in the market. However, it is important to focus on employer branding if new or relatively unpopular businesses try to source candidates from LinkedIn.
- Agencies: Outsourcing the sourcing activities to reliable agencies can help companies source high-performing candidates without much effort. It eliminates the time and effort so that companies can focus on their core business operations. Appointing a third-party agency for sourcing enables the companies to enhance the chances of finding suitable candidates in a shorter period than in-house sourcing as most agencies tailor specific jobs for specific candidates. This ensures that expectations of the company as well as the candidates are aligned.
Making Your Sourcing Strategy Better
Strengthening your sourcing strategy not only depends on the hiring tactics, but also on evaluating existing strategies based on data. The best way of developing the most appropriate sourcing strategy is to experiment and make decisions based on data inputs.
For instance, a company using niche-based job boards, referrals, and agencies at the same time has a greater chance of sourcing the best fit candidates at a lower cost than a company relying on referrals only. After deciding on the percentage of expected sourcing from each of the sources, it is essential to look through the source of hire data from each source. If one of the sources, say referrals, has shown better results, it’s best to double the investment of sourcing to that source.
Analytics of sourcing provides the company a clear idea to monitor the ROI as well as time spent on each source. Therefore, experimentation followed by robust reporting and quick decisions based on data is what strengthens your sourcing strategies.
The Bottom Line
Sourcing is considered to be the biggest challenge in recruitment. Sourcers do not have a hard-and-fast rule that will work every time. It is essential to evolve your sourcing strategy with time. In order to develop a sourcing strategy that works best for a company, the sourcer must experiment, evaluate, and adapt the hiring practices that are exhibiting the best results for the company.
Developing sourcing strategies and their implementation can become a headache for most companies. Pragna Solutions offers a quick and simple solution to ease that headache. We provide talent sourcing solutions adapting to the fast changing business needs. With Pragna Solution, your organization can hand over any recruitment responsibility and focus on your core business.
by Raghu Nandhan | Feb 11, 2021 | Ace the Interview
There is no doubt that it can be intimidating to re-enter the workforce, for those who have taken a break in their career whether to start a family, travel around the world, care for an ailing parent, or anything in between like simply enjoy a break to rediscover yourself.
You may, you feel a little anxious about starting a new job, or you may worry that your skills are a little tarnished because a lot has changed since you’ve been away from the workforce. But now is not the time to panic, this is the time to prepare yourself for the job search some time away.
It matters less about having a career gap, and more about showcasing your potential employer how the experience you gained before and during your break can make you an asset to their team.
If you feel you’re in this situation, here are five effective tips to help increase your chances of getting hired following a career break. Take one step at a time, and you’ll be chit-chatting at the water-cooler in no time.
#1 Analyze your current situation to gain clear understanding of your intentions:
Many people tend to make the mistake of jumping straight back into the first job they can find. But before applying for a position or even updating your resume, it’s important that you sit aside and spend some time thinking about what’s important to you in your new career. Consider the 4 P’s to make your analysis a little easier: Position, Pay, Place and Path.
- Position: What kind of role you want to pursue in your next endeavor? Something similar to your previous skills and experience, or you wish to make the move you always dreamt of and try something completely different and new? Remember, if you secure a job that isn’t suitable, you will find yourself job hopping frequently until you find the right one. What was right for you before your career break may not be the best for you now.
- Pay Scale: What’s your desired salary range? Will you be flexible on that number if there are great benefits or perks, like great health insurance? Having an idea of what matters the most will help you evaluate total compensation more holistically.
- Place: Find out time to really think about where you want to work. Would you want your potential employer to offer flexible working conditions, or you would prefer lot of opportunity to socialize with colleagues? Consider what work environment will motivate you to do your best work.
- Path: What career path are you hoping to follow once you return to work? Are you looking for something temporary, or do you wish to rise through the ranks in your new role?
#2 Explore your strengths:
It’s quite common for you to believe that a career gap on your CV has lessened your chances of getting a job. However, instead of seeing it as a stumbling block, see it as something beneficial that can differentiate you from other candidates.
You should have a good idea of your strengths and weaknesses, and according to these, you can match your skill set to a career opportunity that you’re interested to pursue. Remember all the new skills you have practiced and developed the entire time away from the workforce like transferable skills such as communication, organization, or project management.
#3 Revamp your resume:
Once you’ve figured out the type of roles you’d like to apply for, and the kind of company you’d prefer to work for, it’s time to clean up your résumé. If you’re finding it hard to describe your time away from the workforce, don’t overthink it.
List all the new skills you may have developed during your break, and explain how these can correspond to the job you’re applying for. For example, did you take a diploma or certification course specializing in new technology? Did you do some volunteer work in your free time or develop your leadership skills, which will help you to lead a team more effectively? Or perhaps travelling the world helped to boost your confidence?
#4 Reconnect with your network:
LinkedIn is known to be a recruiter’s playground, so being active and visible there will get you noticed by the right people and opportunities. If you don’t have a LinkedIn profile, now is the time to set one up. Spend some time to reach out to your previous colleagues, clients, friends, and family.
Let them know that you’re seeking a new role. They might have the perfect job opportunity for you or be able to show you the right direction. This is also a good time to prepare any potential references that could support your job search.
#5 Practice your pitch:
After you’ve done all the preparation, and now it’s time for you to nail your pitch until you’re comfortable and confident. Read up on a few tips for nailing an interview which will help you confidently answer questions about your experiences, your desires for the future, and your career gap. Remember, honesty is the key. Make it clear what you did during your break and why you considered it as the right thing for you to do. Also, don’t forget to identify and practice your unique value proposition.
Conclusion: Everyone has their own career path
Taking a career break is more common than you may think, despite the stigma that the potential candidates will fill that void. Don’t forget, everyone has different career ladders and they climb at their own pace depending on their personal and professional goals in life. You can also look for companies that have set up return-ship programs that will offer you extra support while you find your feet in the workplace.
Returning to work should be an exciting time, not a nerve-racking one. So if you’re feeling apprehensive about beginning your journey back into the workforce after a career break, keep these tips handy to put you on the right path with renewed confidence.
Do visit Pragna Solutions website for more blogs. Contact Us Today for your Recruitment Needs!
by Raghu Nandhan | Jul 22, 2020 | Ace the Interview
Whether you are just out of college and looking forward to starting your career or an experienced professional with many years in the industry, your resume is the passport to your new career journey and exciting fields of endeavor. Thus, never underestimate the powers a resume possesses.
So here are expert tips to draft a brand-new resume or turn your old dusty retro resume into a high-powered personal marketing tool for winning interviews in today’s competitive job market.
1. Keep Your Resume Updated
Regardless of the time you may have spent being in your present job position, you constantly gain new skills and experience. Waiting for too long between updates could result in forgetting to add these experiences to your next renewal. Also, with the unpredictably of the job market, you never know when you might need your resume. Hurrying around to add new content because you are suddenly out of work typically leads to a mediocre document, which certainly won’t help you land a job. By keeping it current, you will be less rushed should the unexpected happen or an intriguing opportunity to advance your career presents itself.
2. Make Sure Your Resume Speaks To The Intended Audience
For those who have many years of work experience, it is likely that not all experience will be apropos to positions that interest you. A ‘one size fits all’ approach rarely works well if this describes you. While some experience will certainly cross over, such as a marketing professional looking to move into a consulting domain, your ‘great closing percentage’ will be of little help to the company requiring a new admissions officer.
3. Seek Professional Advice
No one knows your career better than you do. This may seem like a no-brainer to some, but believe it or not, there are still those who prefer on going alone when it comes to this vital piece of career strategy. However, binding that information together to create a perfect resume that will blow away your competition may require some tailoring by an expert who knows how to strategically balance content based on your professional goals. At the very least, if you are committed to write it on your own, you should research professional resume writing books to guide you in current resume development methods.
4. Don’t Add On To An Existing Document
Have you ever seen an old worn out car with a brand-new bumper? The new addition to the old car typically only makes the rest of it look even worse. The same is true for a resume with addition of some new content here and there. Spend some time to rebuild your resume completely when there is the need to add in new experience. Keep in mind that the new information should be integrated well and become a part of the bigger and better picture – not an afterthought.
5. Don’t Embellish Your Expertise
Try to be as honest as possible while drafting your resume. Don’t try to overcome certain shortcomings of your career by over-highlighting your abilities. This will only lead to disappointment for all involved. Remember, no matter what your potential employer have advertised as a requirement for the position, these requirements are just a wish list in most cases. Your skill set might not line up perfectly, but it should be closer enough than anyone else who has applied. Be brave to take a chance. It is always better to lose honestly than to win dishonestly.
6. Don’t Overthink About The Length
Too often, professionals are overly sensitive about the length of their resume. The number of pages usually has no impact on employers looking to fill a position. The key to stand out is in making sure the information is clear, concise, and lines up with the needs of the employer.
Think about any book you read recently. If the story was captivating from start to finish, did you concern yourself with the number of pages it took to tell the story? Of course not. Your resume is no different. No HR professional will ever turn away a jobseeker just because the resume is too lengthy, especially if it proves to be the best-qualified candidate for the job.
Conclusion
Your resume is usually the first a potential employer will see of you. A great resume ultimately means a very good first impression and often the difference between an interview and the waste can. Your aim is to design an impressive document that displays your experience, accomplishments, and skills that make you the perfect candidate for the job.
Contact Pragna Solutions for your RPO Recruiting needs
by Raghu Nandhan | Apr 7, 2020 | Ace the Interview
Remote Interviews
With growing global health concerns regarding COVID-19, hundreds of companies have stopped their standard recruitment processes and opted for remote interviewing, sourcing, and screening. While this transition to remote interviews may not affect all stages of the candidate funnel, it does impact the candidate experience directly. It shows that you as company care for employee’s health and is top of game with the changes happening due to viral spread of coronavirus.
Not every role can be performed remotely, likewise not every candidate is suited for a remote work career. Conducting remote interviews may seem a bit stressful or scary if you’re new to it. Transitioning to an entirely virtual hiring process is not easy, also decision-making becomes critical as finding candidate’s interest levels in-person through signals like body language is tricky. These are few internal aspects to consider, but there are many other factors to check for like the candidate’s internet connection stability or candidate being familiar to tools which you will be utilizing to conduct interview.
If you have vigorous hiring targets to achieve this quarter, then don’t let this new trend-switch to remote work hold back your hiring efforts. Follow the below steps to stay on track and deliver the best candidate experience remote interviewing process.
Get hang of basic technical interviewing best practices
In today’s aggressive tech talent market, one blow or error during the process is enough to turn away interested candidates. While conducting remote interviews, it’s important that you are technically sound with basic technical interviewing practices. Being prepared for the remote interview not only guarantees the success of the interview, but it also ensures your candidate that you’re prioritizing their interest in working as a remote member of your company. Remember, the key to conducting remote interviews is your tech choices.
Use a skill’s assessment test before connecting
You don’t want to waste your time connecting to everyone and conducting interview for all the applicants. Especially for high volume roles, conducting a skills assessment test will filter the number of applicants and help you quickly choose applicants that should move on to the video interview stage.
Connect with the candidate
After filtering it time to connect with candidates, first thing to communicate them clearly whether the interview will be a phone or video interview. Make sure the candidate understands this because no one would like to log into the interview and find that it’s a video interview, when they thought it was only by phone. While interviewing remotely, you won’t get the opportunity to create an in-person connection with the candidate so, it’s crucial that you stay connected to the candidate throughout the interview process.
This is why it is so important to value remote communication tools, not only with your active remote employees but also during the interview process as well. Don’t just stick to one communication tools, be adapted with different tools. Also, make sure to send across any software needed, along with instructions on how to download and set up the program. Some common programs which can be used are Google Hangouts, Skype, and GoToMeeting.
Create a distraction free remote interviewing environment
During remote interviewing, don’t leave any space for interruptions. To prevent Wi-Fi failure, get an Ethernet cord and use a hardwired internet connection during interviews. To prevent any other online interruptions, put notifications from other apps on mute. Also, make sure that there is no source of bright light behind you, as it makes it difficult for you to be seen on camera. Even though you cannot control the candidate’s interview environment, it is considered best to email them prior, advising them on how to take the interview in a distraction-free environment with stable internet connection.
Practice makes man perfect
This is just not a saying, if you don’t have expertise hiring remote workers, there is a possibility of some bug fixing in your remote hiring. Make sure your interviewing program is working properly. Also test your microphone level to ensure you are heard. Prepare a few necessary interview question lists and run through them and practice it a few times.
Wrap it up
Working remote is exploding in popularity and now with the pandemic era it has become a necessity until things become normal. It is a proven fact that remote working boosts the flexibility and freedom of employees and employers alike. But learning how to steer through this new business model is difficult. Particularly, interviewing and hiring remote employees requires learning a new skill-set. Practicing the above discussed tips can help take your interviewing skills to the next level and put your best professional foot forward, and ultimately find the best candidate for your open position.
For more info, Contact Pragna Solutions for your all RPO Recruiting needs.
by Raghu Nandhan | Aug 12, 2019 | Ace the Interview
How costly can a Bad Hires in Interviews be? One hiring mistake might price up to 5 times the bad hire’s annual remuneration. Companies can’t afford to hire mistakes, which are pricey and can erode employee morale.
Hiring an employee is a very important decision. It’s a fragile choice because hiring the wrong person can be very costly and catastrophic. Many employers make the mistake of hiring a bad employee because their number one concern is filling a position. Instead, employers should focus on filling the position with the right employee. To avoid such mistakes, one should lean to below suggestions to spot a nearly bad hire:
Unprepared for the interview
All candidates should go into an interview with basic knowledge about the company and its mission, a succinct summary of their professional experience, and a strong case about why you should hire them. If you raise them to inform you why they’re curious about the position and that they provide you with a blank stare or a generic response, they may not have taken the time to be told regarding the corporate.
Ask questions related to the job they’re applying for
This is a big mistake I see a plenty of hiring managers build. If the question does not relate to the position, or the candidates’ ability to try and do the duty, then it should not be asked. An interview is not the time to attempt to make a personal connection, the reason being this it tends to allow the candidate to control the interview, instead of the interviewer extracting the knowledge he or she must to build an informed and objective call.
Trigger potentially toxic questions.
Question the person on the five things he/she liked least regarding his or her last company. Asking, for one thing, is pretty common. Catechizing for five pressures the person to reveal either strategic insights or signs of toxicity. The answers would tell a lot about their personality and can be used to picture cultural adaptability.
Short on details
Though the candidate shouldn’t ramble on about their previous roles and responsibilities, they should at least be able to give you a few details about their capabilities and skill level. If they can’t coherently (and succinctly) explain how their experience makes them a fit for your team and the company as a whole, then they may not have the confidence or ability to succeed in the role.
Not owning up to their mistakes
Everyone makes mistakes during their careers; it’s just a fact of life. But where the red flag lies, is when a candidate doesn’t admit them or fails to turn the experience into a positive. For instance, if you ask them to explain a scenario when you’ve made a mistake and they either blame someone else or simply state the good parts, this isn’t an honest reflection on events. Ideally, a candidate should tell you how they rectified the problem and learned from it. If they waste time bashing their old employers, they won’t have any issues doing the same to you as well.
Lack of growth
Career growth is a huge factor for a lot of ambitious professionals. Try asking them:
“Why did you want to leave your previous role?”
“What lessons have you learned in your previous role(s)?”
“Where do you see yourself in five years?”
These interview questions will allow candidates an opportunity to tell you how ambitious they are, explain why career growth might have stagnated, and whether they have the initiative to want to learn new skills moving forward. On the flip side, if a candidate comes across like they want to grow at an unrealistic rate which doesn’t suit the particular job role, this might be a cause for concern as they will probably become restless and leave early on.
Solutions to deal with a Bad Hires in Interviews
The above points can help you avoid a Bad Hires in Interviews, but in case you couldn’t figure out one during the interview process you can fix/deal with it by following below steps:
Deal with the situation immediately, take immediate actions, and don’t let it fester.
Determine if their deficiencies contradict what they said or claimed during the interview process, or what they showed on their resume.
Get specific and detailed feedback from co-workers and supervisors.
Determine if it is best to let them go, or their blunt edges can be sharpened with little efforts?
Be clear regarding your/their legal rights if you fire them.
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