by Nanci Lamborn - Writer/Blogger/HR Practitioner - BrightMove Recruiting Software

The forbidding yellow file lurked in my chair as I walked into my office, a file made all the more daunting by the Pink Form of Woe just visible from the corners within the folder.

Bob’s personnel file. I knew it sat on my chair for one reason only. Bob’s manager had given up. Today would be Bob’s separation day, and could feel myself beginning to grow defensive as I sat down and read over the notes written on the Pink Form of Woe from Bob’s manager. Explanatory scribbles such as “training not retained”, “high error ratios,” and “poor quality” peppered the page. Poor guy.

Recalling my impression of Bob during his interviews, which were not all that long ago, he seemed extraordinary through our entire process. His references were more than eager to recommend him, and our entire hiring panel felt great about popping the employment question. So why were we firing Bob a mere six months later? What happened, and more importantly, how would we try to ensure this errant cycle wouldn’t be repeated?

Rest of Article: www.brightmove.com/blog_details/175/