What's your hiring & firing strategy?

Ahh, Two different topics that take their time to discuss however in short manners, when hiring I test their abilities in 3-4 pre-tasks, and if they manage to do them right, they will get hired. And as it belongs to firing, if the employee doesn't do the tasks propperly, doesn't follow the team, or breaks the rules there is no sorry or discussion in there, just a pretty straightforward goodbye!

Great question! For me, the answer for both strategies is always a predefined process that can help you make objective and well-informed decisions. In order to hire someone: develop a job description, conduct an interview, assess the candidate's technical skills, ask for reference checks, plan the onboarding process... among others. To terminate someone's employment: design a feedback plan or performance review within the organizational structure, document performance issues, provide tools or an action plan for improvement, have an exit plan in place. Again, whether you are building a team or implementing layoffs... HAVE A PLAN, don't improvise!

When hiring, culture fit, attitude, and learning potential matter as much as skill set. I also prefer to hire slow, start with a trial project when possible. For firing, it's about clear communication. If performance isn't meeting expectations, address it directly and provide support. If no improvement, it's time to part ways.

Hiring is a big decision, so before hiring, I like to make sure to: 1. Consider if someone in-house can do the work 2. Consider if it's possible to outsource it, to avoid unnecessary recruiting/training/management time 3. Think through a clear plan for the role 4. Of course, make sure the compensation will definitely be financially viable (if it's not clear, a bookkeeper can help with a cash flow forecast)

Hiring:- passion in their eyes and vision too Firing : exact opposite 😁

slow hiring fire fast

In order to responsibly end an individual's employment, establish a performance review or feedback mechanism within your organizational framework, meticulously record instances of underperformance, offer resources or a course of action for improvement, and prepare a structured termination procedure.

Thank you for raising this important topic. In our HR strategies, we've adopted a comprehensive approach to both hiring and separation. When it comes to hiring, our process involves not only evaluating technical skills but also assessing cultural fit and alignment with our company values. We believe that a harmonious team is crucial for long-term success. Moreover, we prefer a thorough onboarding process to ensure that new hires seamlessly integrate into our work culture. On the other hand, when it becomes necessary to part ways with an employee, our approach is based on clear communication and documented performance issues. We provide support and opportunities for improvement, giving employees a chance to address any concerns. However, if there's no significant improvement, we proceed with a structured termination procedure to ensure fairness and adherence to local labor laws. Having these processes in place has been instrumental in maintaining a positive work environment and effective talent management. It's also worth mentioning that experts like https://www.xpandium.com/ have played a role in streamlining these processes, particularly when dealing with global workforce management. They provide valuable insights and solutions for both hiring and separation, making HR operations more efficient.