What’s your strategy for coaching your staff that’s on ego trips and people who just flat lie about their experience? I know this is common and people inflate and inflate but it gets to a point where they are inflating on their previous inflation and we are not in reality anymore. It feels delusional in a bad way.

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Talk to HR about ways to hire better. Ask for references and check them. Ask the candidate for more references if required to confirm details of their CV/resume. Ask alot of appropriate questions when checking references. Review your position solicitations and interview questions with HR. Invite and objective professional to join the hiring panel, someone from an entirely different program.

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...you can't coach a bad hire is what im trying to say. Hire Better. Im sorry you are dealing with this...we all do at some point.

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I did not hire these people but do fully agree with everything you’ve offered. I’m unfortunately stuck with them and trying to figure out how to bring them to down to reality without completely soul crushing them with fact bombs.

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Are they ambitious? Perhaps career planning and a mentoring program with another executive might open doors to opportunities someplace else...

I have two people like this. I didn’t hire them, but I got saddled with them after a reorg. They were hired because we were desperate last year and the hiring team and HR had no idea what to look for in those roles so it was a mess of no references, tests, etc.

What worked for me was finding a job framework for their role and having a pointed conversation about where their skills and experience are in relation to role expectations.

So, asking them where they think they are in relation to other people or levels and then saying “you think you’re working at level 3, but you’re mid level 1 since you don’t have experiences XYZ that L3 would have, you struggled with item A that is a core concept for L1, etc”.

If it’s someone junior this is a good teaching and coaching moment. Some people come into entry level roles and think they’re got shit and need yo be pulled back. If they’re senior level, I get more pointed with them and will sometimes go beyond job framework and call out what they’re not doing or not doing well, or where they lack experience they said they had.

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