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Paper qualifications and on job performance may in some cases not tally.My view is that the interview should have both depth and breath.By this l am saying it should be testing the aspiring candidate on those areas that separate ideal candidates from impostors or weak ones.lt is my thinking that not all interviews should be verbal,practical areas like engineering and teaching need a demonstration,you get an average to an excellent performer that way.
I appriciate the answer of Mr. Farrukh Salim Khan.
It means you have not evaluate the resource properly and there are errors in your system. Please update/upgrade your evaluation system.
First of all I would supervise how he manages himself in that position, his results, etc. and if he is not right and I have the chance to place him in other department, I would talk privately with him and talk about what hapens, what does he like and dislike. Maybe he can be good in other position. If not, unfortunately he would be fired.
A poor performance is usually something you see in EVERY-WHERE – not in the workplace! Many employers – if not most – confuse poor performance with negligence, incapacity and even misconduct. This is because of a lack of understanding of the clear distinctions that separate the various conditions – in other words, the employer does not know what the charge should be. He only knows that what is happening is unacceptable to him, and the employee must be dismissed as quickly as possible.
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