Hiring and firing is a crucial topic for the selection and termination of employeee and the preferencess totally changed regarding selection of employees after covid-19

2. Hiring and Firing after Covid-19

3. IMPACT of COVID-19
on HIRING & FIRING
The COVID-19 pandemic has triggered one
of the worst jobs crises since the Great
Depression. There is a real danger that the
crisis will increase poverty and widen
inequalities, with the impact felt for years to
come. Countries now need to do everything
they can to stop this jobs crisis from turning
into a social crisis. Reconstructing a better
and more resilient labour market is an
essential investment in the future and in
future generations

4. Presented By
Mr. Zeeshan Sarwar

5. Hiring and Firing
Hiring
The practice of finding, evaluating, and establishing a working relationship with
future employees, interns, contractors or consultant.
Firing
An Employer terminates employment against the will of the worker it
means that an employee loses his job because he’s at fault

6. HIRRING
Hiring process refers to the process
of finding, selecting and hiring new
employees to a company.
There are the following three key
Segments of this Process
1. Planning
2. Recruitment
3. Employee selection

7. Hiring Process Steps
Hiring process refers to the process of finding, selecting
and hiring new employees to a company.

8. Hiring Process Steps
There are the following steps in the process of Hiring.
Triple PPP
Internal/External
Hiring
Check the Hard
and Soft Skills
Evaluation
Back-Ground
Verification
Documentation Orientation

9. Prepare, Plan and the
Process (PPP)

10. Prepare, Plan
and the Process
Before Hiring someone identify the Job and
Prepare, Plan and the Process. In this Step
briefly Explained the Job Analysis, Job
Description and the Job Specification. There
are the following sections.
• Job Information
• Job Summary
• Job Challenges
• Hierarchy Level
• Qualification
• Working Conditions
• Job Responsibility/ Competency

11. Internal Promotion
or
External Hiring

12. Internal Promotion or External Hiring
Internal Promotion
Internal promotion is a selection method where the organisation's existing employees are
the candidates. So, rather than searching for external talent, it means promoting employees
who have shown themselves to be capable of taking on new responsibilities.
There are the following advantages of Internal Promotion
• Reduce Cost
• Used Time Efficiently
• Reduce Employ Retention
• Reduce the Employ Retention
• Boost Team Morale

13. Internal Promotion or External Hiring
External Hiring
When a company searches for an outside hire. The search committee finds new candidates
by advertising positions to the public or using the skills of a recruiter. Through outside
recruitment, a company can invigorate their organization with fresh talent.
• Fresher skill and input
• Better competition
• Generation of creative ideas
• Lesser internal politics
• Better growth
• Competitive spirit
• Being fair
• Ideas from other industries

14. Evaluation
For hiring good canidate you
needs to evaluate the following
Potential
Performance
Skill
Will

15. Evaluation
Potential Performance Skill Will
Supposed to be an
activity that you
can do amazingly
with minimal effort
with this
perspective
Good performance
means successful
completion of a program
required by the
department, including
an education, work, or
other program
The definition of
a skill is a talent
or ability that
comes from
training or
practice.
The ability to control
one's own actions,
emotions, or urges
Alcoholics can't stop
drinking through
willpower alone

16. Evaluation of Potential
and
Performance
Observe the following three thing
before hiring the employee
1. Long Gap in Career
2. Job Hopper
3. Stay Long in one Organization

17. Check the Soft
and Hard Skill

18. Check the Soft and Hard Skill
Soft skills also known as common skills or core skills, are skills which are desirable in all
professions. These include
• Critical thinking
• Problem solving
• Public speaking
• Professional writing
• Teamwork
• Digital literacy
• Leadership
• Professional attitude
• Work ethic
• career management

19. Check the Soft and Hard Skill
Hard skills are Specific abilities or Capabilities that an individual can possess
and demonstrate in a measured way. Possessing a hard skill connotes mastery
and an expertise within the individual to perform a specific task or series of
tasks to complete a job.
For Example: Car Driver, Computer Operater and Mechanic.

20. Check the Background and Reference
The background check is often a step taken by employers to help ensure a
sound hiring decision and protect the employees. In this regard we check the
following thing in the background History.
Criminal Record
Credit History
Rehire Status
Bank Statements
Clearence Letter

21. Documentation
Maintaining extensive records allows the HR
department to preserve a written history of
Employee. Documentation can guide managerial staff
on employee promotions, disciplinary actions, pay
raises and terminations.
• Personal File
• Documents
• Join Letter
• Last Joining Letter
• Rellieving Letter
• Bank Statement

22. Orientation
Finaly after The selection of a Candidate important step is Employee Orientation
is the process of introducing newly hired employees to their new workplace.
Effective employee orientation makes employees aware of the following
People Induction
Company policies and expectations
Handles essential Paperwork
Answers any questions or concerns they may have before they transition into their new
positions
Expectation Setting

23. FIRING of EMPLOYEE
It is the separation of the
employee from the
organization. This Process is
used by the Firm when the
close facilities, reduce their
work force, or respond to
continued poor performance.

24. Consequences of a Bad Hire
After the bad hiring not too long after they arrive, it becomes clear
there is a problem. They are a bad hire. Some consistent patterns start
developing, for example
Employee mises deadlines
Falls out with colleagues
Ignores the company mission and values, and only does the bare
minimum at work

25. Why it's important to recruit
the best
The expense and hassle that you
face when you have to cut your
losses and dismiss this "wrong"
hire. In the long run, it's more
difficult for the manager and team
to accommodate a poor performer
than it is to invest in recruiting
quality candidates.

26. Cost of a Bad Hire to Organization
Sometimes candidates can have great CVs and interview brilliantly but may
not be right fit for the role. But nonetheless, the mistake can cause serious
problems for Organization. There are the following consequences of Bad
Hire.
1. Lost productivity
2. Lower staff morale
3. Monetary costs of finding a Replacement

27. Lost productivity
If you have a bad hire, and the employee can't do their job effectively, or as
well as the person they replaced, it means wasted time. Over a period of
time, this can have a real impact on results and the overall performance of
the team.

28. Lower staff Morale
If a bad hire is working at below capacity - due to a lack of skills or
motivation - this can quickly have a knock-on effect to the rest of the
workforce. One of the first things to take a hit may be staff morale. A bad
hire who has a negative attitude towards work can have a knock on effect on
staff morale. If they are unable to fit seamlessly into existing teams and get
on with their colleagues, it can ruin the atmosphere in the office.

29. Monetary costs of finding a Replacement
It costs money to hire employees and the replace them. Organisations
need to create job descriptions, advertise roles, read through CVs and
application forms and carry out interviews. All the while, they may be
operating short-staffed due to a lack of capacity in the office. To
overcome a wrong hiring mistake, it may be necessary to reallocate
people and resources, invest in further Training.

31. Avoid hiring the wrong person
• Define your ideal candidate and be clear about your company needs
• Assess your existing hiring process and learn from past mistakes
• Use all available candidate sources to attract top talent
• Look for both technical and cultural fit
• Don’t overestimate experience on account of future potential and
attitude
• Set clear expectations for the hire and define next steps

32. What not to do in Di-hiering
Don’t get Personal
1
Don’t make a decision
to terminate for cause
without conducting a
proper investigation
2
Don’t Hold the
Termination meeting
in a public place
3

33. Terminating Employees to keep you out of Hot
Water
Make the firing Decision carefully, but once made, Act Quickly
Ensure that Multiple Meeting have been held with the employee
Be respect-full and Discreet
Ensure that your severance or notice Arrangements meets Legal Requirements
Ensure that you have a written termination letter and release which documents
the terms and conditions of the termination

34. Advantages
of Firing
Bad Hire.
Save the Cost
Boost Other Employee Performance
Improve Company Accoutabilty
Performance
We found employee better suited to
meet the job