What should a company do if they have selected the wrong talent?

Everybody is talented in some or the other way. The problem with companies are they consistently under utilize the talents of their people, leaving a significantly untapped talent reserve. So we should know the strengths and weakness of the person and then train him in the field he is more comfortable so that he gives his best for the organization.

I agree with you sawant, but before doing that you should analyze the problem and solve the dilemma of an underperforming employee, you need to establish the details of the problem. Begin by carefully evaluating the employee's results. "What is the employee doing or not doing?". "Is he making the numbers? If not, why not?" Next,look at 360- degree results if you have them. You should also do your own 360, asking key stakeholders and peers about the employee's performance. One way to diagnose this, is to ask the manager to write down the, three most important things that they get paid to do. After collecting all the information, the boss and manager can align expectations more clearly to help the employee to focus on doing the 'right things.'

This is a practical case. Few reasons for such situation could be that wrong people involved in the recruitment just because of seniority,interviewer didn't understand the requirements,fake candidates fooling the interviewer and candidate is coming from different domain etc.

When the company understands that wrong talent is recruited,they need to set targets for the candidate and constantly monitor his performance and take a call on sending back or to continue. This being the mistake on company's side,they need to give enough time and opportunities for the candidate to prove

In an unlikely situation,candidates leave the organization when they understand that they are not fit before company takes any decision.Worst part is when they can't find any job due to the market conditions.

Training also helps sometimes

Recruitment is a costly process. You have spent hours scheduling the interviews with the suitable candidates, then some of your top team members / Managers have spent a lot of time interviewing the persons.

Then you decide to select and find out that you have chosen the wrong person! If the person doesn't have the talent you require, then you must make the selectors/interviewers answerable. How did they select the wrong  person ? The selected candidate is least to blame in such a situation.

We would  not face such a situation if the persons involved in the selection process had given their 100%.  So, the next time you find out that you have selected the wrong talent, please mark this as a failure on part of the interviewers/ selecting Manager and keep it for records.

The root cause lies somewhere else.  If you can locate it and take corrective action, well and good. Otherwise let the company suffer for promoting the wrong persons.

As for the contention that "talent" is not the same as experience : It is your experience and expertise that show your talent. Talent isn't something abstract that can't be recognized with proper interviewing/ written tests and practical examinations.

I guess you won't hire an actor to write C++ code, neither would you hire a cricketer to manage a bank. So it is clear that if we say "Wrong talent" in this context, it refers to the wrong set of skills, which is directly proportional to the experience one has.

I am not blaming the HR at all, it is the technical team that is responsible for  recruiting "Technical candidates", the marketing team that is responsible for selecting the "Marketing candidates" and so on.

You got it wrong if you thought I was blaming HR. HR is just a facilitator. The problem lies with the selectors, HR just follows the recommendations.

P.S : BTW I feel there is a bug in toostep,  I can support my own idea and gain points. :)

hi i m sourabh vohra this side i think if the company recv wrong talent by mistake then don't take it so seriously first select all the people who are not very well talented according to the company job profile means the profile which company wants then from that selection

give them training and make them stronger according to your requirement. Now judge all the candidate will giving them training and make two groups of all the candidates

IN FIRST GROUP keep those candidate's only who truly & literally want to learn something from their job

IN SECOND GROUP keep those candidate's only who comes to office to just enjoying and could not taking more and more interest in learing their office work

GIVE TRAINING WITH TOTAL PEACE OF MIND AND PATIENT'S SO THAT IF THEY do any mistake they have made self relization

and the candidate who realize that he/she is wrong in any aspects of work he/she definitely try to improve himself and other candidate didn't show any more improvement by this only you can improve your company's talent

Wrong hiring clearly indicates failure in the recruitment system/process. Wrong hiring can be a costly affair.Accountability of wrong hiring is always debatable, we should first identify the reasons for the wrong hiring and take corrective steps. 

As for the candidate, we should help him get a right job if he/she can not be absorbed in the company.

talant is born gift by god,but it is utilised or devlop only if it is a identiy in indvidual and some time modify by giving proper direction ( traning) just like dimond (ex. kohinur) if you cut and polish properly it give more shine.But now  a day all company want redimeat candidate they peay any cost or that but at same time they may be delibretly ignore there talante and imported candidets some time show only shaine becouse they know that onther company are wetig for them such people not thing long terum about company they only plan for two year an start surcing new jobs.insted of that if company identify talanted peopel among and evaluate them and give proper direction with givn some good pakage definetly they give more effective result bcousae they are emostenaly bind with organiseation  

There are many is issues, which are specific to the legal e-contract, we have no such specific law to resolve the issues which are arising in cyber world, we have only Information technology act 2000. to solve all problems relating to the Information and communication technology. that is not adequate.

Wrong talent!!! Hmmm... Definite signs of a Gap in the hiring process or wrong JD made / Given / understood. Either way, the problem is not in the talent side but at the organization level. the talent deserves to be given an opportnity to perform. This could possibly mean that he might have to be trained on some different skill or a position created for him but letting him go would be a negative branding exercise for the company.

Parellelly you need to revisit the entire process again to plug the gap because if you dont it will happen again!!!

Cheers

Navneet Chandra

as per experience 

no talent is bad its just need a good approach n attitude to match wid right job

wat i think that consultants hire these people in hurry n concerned with thier no. only so better look for right guy for right job n fake commitments from either side doesnt work for long so recruitment process need to be very transparent

Apart from all this we can also think of training the person on the skills which the organization needs, if the candidates is willing to learn the skills which are required, his dedication will be clearly visible. or try to fit in other sectors. we should consider the organization policy as well as the background of the candidate on a humanitarian grounds.

If it is Govt sector employer has to wait for eternity to recover from one bad recruitee and if private sector the employer just waits for a mishap on employee side to get rid of the unfit recruitee.

It is absolutely the job of Human Resources Development department to select the right candidate for the company, conforming to their strategy 1) either to hire a fresher and to train hin on the job or  2) to hire sufficiently experienced person for the job.  It is not sensible to talk about  lack of  'telent' in a  person, since every person is born with some kind of talent.  I do not believe that some are 'genious' and others are just 'average'.  It all depends on the area or field one is enaged in , which improves his inherent capability.

since we know that recuritment and selection is a costly affair,so on account of wrong placement of an employee the co.has several options:

• either to provide training and development to candidate.nodoubt it is quite expensive but yes cheaper than gng for new recuriters.
• it can refer its database (skill inventories)for person-job fit
• it can contact consultancies.

 thus co. can choose any of the alternatives as feasible.taking care that the wrong candidate is not just fired.because here co.made amistake in selection.

since we know that recuritment and selection is a costly affair,so on account of wrong placement of an employee the co.has several options:

• either to provide training and development to candidate.nodoubt it is quite expensive but yes cheaper than gng for new recuriters.
• it can refer its database (skill inventories)for person-job fit
• it can contact consultancies.

 thus co. can choose any of the alternatives as feasible.taking care that the wrong candidate is not just fired.because here co.made amistake in selection.

Wrong talent implies that the particular talent required for the said job is absent if not minimal, hence termed as Wrong selection. The solution would be to analyse the cost factor "to train and utilise", if its not feasible then sorry - "Fire". 

A wrong talent selection happens either on account of poor selection process or that one is talented enough to cover  up a selection process.Either way its the company that is left with a wrong talent.A pressure tactic on the part of the company can bring such wrong talents to useful contribution or the pressure can make him to move out as well.Since its basically the mistake of the company it would be ethical to put in efforts for bringing around the talents available to right use 

Trying to match the wrong talent for another job profile which he was not actually meant for will not completely suffice the Company’s purpose of recruitment. This is an adjustment to prevent expressing “Sorry” to the employee and is not an optimization technique if the recruitment is for High Profile jobs involving large compensation.  We should also anticipate a situation where the talent does not match the existing resource requirement. There is no option other than saying sorry. So I would suggest the solution to be as precise as “Try to match, otherwise let leave”

well i would like to give my opinion as if we have appointed a wrong talent for whom the job is not suitable, we should appoint him for a temporary period, and if he succeeds in proving himself for any kind of job, then we should think to appoint him permanently.

It is better to spot what kind of telant he has and HR's work to trainee him in that area. just becauses he is a wrong choice one shoul dnot throw him out. Let him be given a chance to prove where he can shine. I know one CEO  who is heading South African operations of a big FMCG MNC company who has no talent at all. He was a RSM and he spotted the MD's weakeness and converted that into his Strength became GM.That MD was an englishmen who is not even fit for Area Sales manager Position. He was sent from UK to India as MD.So let us not underestimate one.

Idea is to As said above Give him  time and enough Motivation- convert his weakness into strength, where he best suits, even then if he does imporve then managment should decide what to do.

HUMAN RESOURCES MANAGEMENT DEPARTMENT SHOULD CONTINUOUSLY UPDATE THE SKILLS THE REQUIRED FOR THE VARIOUS ROLLS IN THE COMPANY; AND CHECK THAT ONLY THE CANDIDATES WITH REQUIRED SKILLS ONLY ARE SELECTED.

IF THE TALENT MISMATCH IS DETECTED AFER THE SELECTION PROCESS, HR SHOULD ARRANGE FOR TRAINING AND IF THE CANDIDATE DOES NOT COME UPTO EXPECTATION THEY WILL HAVE TO BE RELOCATED/SHIFTED/REMOVED