How to handle this employee..

posted 6 months ago in Career
Post # 2
2767 posts
Sugar bee
  • Wedding: July 2011

As a recruitment manager I would def bring this up. I’d probably frame it as reviewing how she is settling in and ensuring she is comfortable with the ATS. 

I am always banging on about how important it is to keep the ATS up to date and that all candidates are on there. My teams have always known that I would do regular checks on the ATS.


Post # 3
2502 posts
Sugar bee
  • Wedding: August 2012

If you are her direct supervisor, I’d suggest that you have a chat with her, one on one; an official verbal warning.

Mention that you were reviewing recent postings and you noticed that the procedure was not followed on two projects. Regardless if the position is active, on hold, or closed, all staff must follow procedure in order to preserve the integrity of the system and the company. Then spend a few moments reviewing the basics of your internal procedure, making sure to emphasize the areas where her performance has been deficient (entering candidates into system, following up with candidates appropriately, etc.). Ask if she has any questions or comments. Then wrap up the meeting with a timeline for improvement (immediate) and thank her for her time and efforts. 

Then, monitor her performance more carefully and note any concerns or improvements. Communicate them with her as needed. 

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