1. My job my passion - cbhrproject@gmail.com Page 1
ARE YOU HIRING EMPLOYEES TO FIRE………………..
The readers may be surprised by the name of the article, others may have already experienced the same
but knowingly ignore the importance because of so many professional reasons, when we work as an
expatriate employee. Generally speaking, hiring and firing are one among the most used words in the
dictionary of a Human resource professional. Hiring always gives happiness and firing is associated with
unhappy/sad moments. Some professionals always say “nothing surprises me”. This article is written
from my personal experience.
This article explains how much an organization give value to an employee with respect to the hiring and
firing. These are the some of the general guidelines for hiring and firing:
 Plan for future and determine the quantity and quality of talent required in each scenario, make
a systematic approach to collect information about people within the company identify the
competencies of people and probability of growth within the organization.
 Define the GAP/Excess talents.
 Develop plans for career advancement by structured assessment plans, job rotation, promotion,
exposure, coaching, and participation in an external forum or through designed educational
programs.
 If people become a liability then assess the “skill and will’, if both are in the negative side plan
for an exit ,but it needs to be handled with compassion so that the process become fair,
transparent and painless regardless of the reason for firing.
 Always remember decisions pertaining to the firing of an employee need to be analyzed in all
aspects because immediate firing may lead to immature decisions for future. Try to avoid firing
of employees based on age, sex, race, religion, disability, national origin, immediate
management change, revenge, ego etc.
No matter how good you are ‘you can always be replaced’. Depend on the type of the organization the
hiring and firing pattern may vary drastically. They can adopt hiring and firing in the fast track, slow pace
or combination of both. Managers play an active role in the hiring during the interview process it is easy
to understand that the candidate fits the culture or not. Candidates with a deep passion for the job
often learn faster and will give better results but sometimes immediately after joining during the
probation period they show withdrawal symptoms .Sometimes candidates with lot more talents lose

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because of the overconfidence, working environment, an illusion of knowledge, less focus, and energy.
Why is it happening? Is the organization analyzing the situation or simply quoted as low performance or
behavioral problem? Based on the opportunities one get, the encouragement one receive and the
efforts taken by each person, competencies are generated and the career growth happens accordingly.
The scenario in the article is an independently owned small business, as a newly appointed HR
professional how do you handle if the organization follows the fast track of hiring and firing.
Scenario-1
The said organization always hire people without analyzing any requirement but they simply need the
best people from the industry within their salary brackets ,as an HR person it’s your responsibility to
start the recruitment process. You will initiate the process with great interest with the standard
approved methods of the organization. Candidates will attend the interview and some may be selected,
(as it is too difficult to find out a candidate as per the management expectation) offers are given and the
candidates may have even signed the offer, then on a surprise, you will get a notification from the
Managing Director (Owner) saying that they don’t need the candidate now without any explanation.
Scenario-2
Second situation is when the candidate join the organization within a week or less than that you will
be informed from your manager usually the owner saying that we need to fire the recruited candidate
and search for a replacement immediately because his/her performance is not as per the management
standard(it is an undefined term). As an HR person initially you may be surprised to see these type of
decisions from the management, after some time when you analyses the recruitment history of the
organization you will understand that this is the brand value of the organization i.e.; they are hiring for
firing only because they may be getting so much pleasure in that particular situation. All the human
resources people worked in these kinds of organizations already experienced the same problem or even
worse than this. Employees are working with a belief that they can be terminated at any point of time
and all are exiting with so much of pleasure with a great learning experience.
This is a situation where you prove yourself as a truly passionate employee who believes in
professionalism. You have to adopt some of the innovative hiring methods of indirect/temporary/
project base/consultant based employees and so on so that you can safeguard your talent and also the
outside talents.
As a working professional, there are so many constraints you have to face depend on the type of
organization/management with whom you are working. It’s not so easy to change the perception of
some individual if they are so adamant and always believes that they can do and change anything with
in few seconds especially from the management side and your role is confined as a facilitator without
any freedom of expression. In such situations always prepare yourself by saying that sudden surprises
should never panic you, as you work in the human resource department.
Basically, the growth pattern of the above -mentioned organization is not at all impressive it’s always in
a stagnant stage of growth. They don’t want to grow they just want to show their presence in the
market without any vision and values. These organizations are still ruining the life of so many
professionals without any regret or consideration and believe that they are the leader of the business.

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As an ethical professional it’s your ability to handle the situation and overcome the difficulties and
safeguard the people around you if you are working with such an organizations. Always remember
‘every day is a new learning for you’ so try to find out maximum benefit out of that and search for your
new career goals because it’s not easy for anyone to change them.