Skip to main content

HIGH PERFORMER AT THE INTERVIEW BUT A FAILURE ON THE JOB

 The big question we wish to address here to today is how come a candidate who performed so well at the interview became a  huge failure on the job?

The following are some of the reasons why that high performer at the interview has come out a failure on the job. They are:-

- Nepotism

- Lack of concentration

- Lack of understanding of the job.

- Wrong focus of the interview

- AI Vs AI

- Unpreparedness of the interviewer

- Inability to listen.

The above points could have interfered during the interview that resulted in picking of the wrong candidate for the job. Anyone, who has followed the Contents shared on this Blog would know the premium I have placed on Nepotism in the employment of employees.

Generally, most of the jobs I did during my active work period I got through the intervention of foreigners. The fallout of these experiences, I decided to work against all forms of Nepotism.

I can boldly State here that I never had any situation of a high performer at interview that became a failure on the job.

The above notwithstanding, I had one failure based on the bullying of senior manager who should have known better but for Nepotism. A candidate I rated as unsuitable form employment, got employed as Personnel/Admin. Manager, and ended up with fighting with a Cleaner, I pleaded with for more than three months to take up regular employment.

For our younger generations, they do not listen, because they feel they have all the answers with AI on their side.

In conclusion, I can tell you for free that at anytime or where this situation arises the HR Professional is to be blamed.


Comments

Post a Comment

Popular posts from this blog

HR MISTAKES BY YOURS TRULY 8

 I have a first degree in Sociology and Anthropology from the best university then in that discipline in Nigeria, the University of Benin, Benin City. During my undergraduate days, I decided not to earn naira on graduation, so when my course mates were rushing to major in Organizational Behaviour, I opted for Medical Sociology. I equally decided to go on to obtain a Masters Degree in Epidemiology so as to ensure that I work with either WHO or UNICEF where I would be paid in dollars. However, my university of choice was then being shut every other three months. This was against another decision of yours truly that I shall not spend more than 12 months for the masters program. At this point, I changed my mind to study Industrial Relations and Personnel Management at the best University then in that discipline in Nigeria, the University of Lagos, Akoka, Lagos. This major shift brought yours truly into a profession that it's major tenants contradict my major attitudes to life. Some of ...
3 comments
Read more

THE LAW OF REST 1

There are two Economics laws that best  explain, the law of Rest. These laws are: The law of Diminishing Returns and The Law of Marginal Utility. The Law of Rest states that when you work and rest and work again, you produce more than when you work continuously without rest. The application of this Law of Rest has been manifest in the practice of Bush Fallowing and/ or Shifting Cultivation in Agriculture. Applied to fair labour practice, it results in the principle of annual vacation for employees. Employees are meant to stop work and rest for 30 minutes after 4 hours of work. This accounts for why employees who work 8 hours a day,, are given 1 hour break in between the 8 hours. Applied to yearly work, every employee is entitled to a number of weeks vacation every year without negotiation. In fact in my clime, the law says, an employee shall not accumulate more than two years vacation. Any employee in any organisation where the CEO goes on vacation annually, and does not go on vaca...
3 comments
Read more

HR ON EXTINCTION MODE 1

 There are certain things being done or not being done by modern HR Practitioners that tend to indicate that the HR Profession is on a high speed to extinction.  Firstly, Some HR Professionals are leaving more strategic roles for transactional roles. For example, how would an HR Professional give up Salary Administration for Pay Roll? There may be only two possible reasons, which are:  - Ignorance or  - Instinct of collection - being interested in uncollected wages.  Secondly, HR Professionals giving up the preparation of offers of employment letters. Of recent, offer letters are being prepared by Lawyers and given to HR Professionals to sign without understanding the legal constructions by these lawyers for incomes in the future through litigations. The unfortunate situation is that some HR Professionals are defending the unwholesome practice.  The point being made is that some HR Practitioners are already surrendering some of their core functions to Accou...
1 comment
Read more