Related Posts
Fri-yay Wordle
Wordle 251 3/6
⬛⬛⬛⬛⬛
⬛⬛⬛⬛🟩
🟩🟩🟩🟩🟩
Anyone else feeling this?

Happy Be Kind to Lawyers Day!
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Fri-yay Wordle
Wordle 251 3/6
⬛⬛⬛⬛⬛
⬛⬛⬛⬛🟩
🟩🟩🟩🟩🟩
Anyone else feeling this?

Happy Be Kind to Lawyers Day!
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Download the Fishbowl app to unlock all discussions on Fishbowl.
Copy and paste embed code on your site

Scan your QR code to download
Fishbowl app on your mobile

I think a lot of your answer is going to rely on what factors led him to "flame out, hard." Was he set up for success in onboarding and orientation? Did he mislead you in terms of what he was capable of doing? Without understanding where the breakdown occurred it's hard to say what could be changed to prevent a recurrence. If it was about him not being at the level he claimed to be that's beyond your control to a large degree – you have to take him at his word outside of any ability to knowledge or skills test him during the interview process. But if it was something within your control like how he was set up for success through onboarding, that's different.
That’s ridiculous… no one flames out in 2 weeks. Either he was lying or your onboarding process and comms need adjustment.
That's tough, but it happens to all of us. A candidate looks great on paper but can't hack it in reality. That's not on you, you did your job to the best you could with the information you had.
Conversation Starter
I feel like 2 weeks isn't a long enough period for any new employee to get adjusted
Do you think he just never stopped looking for a job and you were a stopgap? Was he overqualified?
Conversation Starter
also curious how this hire flamed out! Is it a lack of technical or interpersonal skills?
Define flamed out? Also why are you expecting results in 2 weeks? Sorry! You seem to be the problem in this case