Post by Lindsay Rachow on Feb 25, 2016 19:49:25 GMT
1. Assumptions that were presented in this scenario:
It could be assumed that this position is very important – as the employer expressed importance with the job and responsibilities. Also – the employer did not do much “interviewing” – I assumed this candidate already had the job. I assumed the candidate was going to use the vehicle inappropriately and most likely have irresponsible behavior – based on his erratic behavior and perseveration on certain topics.
2. How I would respond:
I would not to hire him – although this stated it was an interview – it appeared like this candidate already had the job. If this was a true interview – I would have not followed through with hiring this person. I would have continued the interview and wished him well!
I also would have asked more questions about the candidate.
3. What I would do:
I would not have commented on his character – “I really like you”. I don’t think that is appropriate when you are disciplining someone – or terminating their employment. I would have been factual with the employee and used objective words. It was difficult for me to understand if this was truly a Performance Improvement Plan or a termination. Because all of these were reviewed earlier – I would terminate the employee.
4. Questions I asked myself in coming to my conclusion:
The first question I asked myself was “why did she hire him?”!!! I also questioned if the employer should be conducting interviews. Driving any vehicle is a huge responsibility and should not be handled lightly. I thought that she would need training in interviewing skills. I also questioned the employee’s honesty. I did not trust what he was saying.
It could be assumed that this position is very important – as the employer expressed importance with the job and responsibilities. Also – the employer did not do much “interviewing” – I assumed this candidate already had the job. I assumed the candidate was going to use the vehicle inappropriately and most likely have irresponsible behavior – based on his erratic behavior and perseveration on certain topics.
2. How I would respond:
I would not to hire him – although this stated it was an interview – it appeared like this candidate already had the job. If this was a true interview – I would have not followed through with hiring this person. I would have continued the interview and wished him well!
I also would have asked more questions about the candidate.
3. What I would do:
I would not have commented on his character – “I really like you”. I don’t think that is appropriate when you are disciplining someone – or terminating their employment. I would have been factual with the employee and used objective words. It was difficult for me to understand if this was truly a Performance Improvement Plan or a termination. Because all of these were reviewed earlier – I would terminate the employee.
4. Questions I asked myself in coming to my conclusion:
The first question I asked myself was “why did she hire him?”!!! I also questioned if the employer should be conducting interviews. Driving any vehicle is a huge responsibility and should not be handled lightly. I thought that she would need training in interviewing skills. I also questioned the employee’s honesty. I did not trust what he was saying.