Your conversation should be with your manager, not with the contracted person. If she's offered a job, you can't be talking her out of it. Your concern is that your manager understands the issues you see so that a job is not offered in the first place.

Anonymous wrote:You sound horrible. Actively trying to prevent this person from being hired? Most people would mind their own business here, and you don't want to do that. Says more about you than about her.

PP, it is OP's business. She would be working with this hire.

OP, I would approach this with the boss and give him your 2 cents. If he wants to hire her, the risk would be on him. Try to do it in a presentable fashion that you are a team player (he would already know) and would work best in any situation.

I agree with op. I’ve worked with catty drama people who just like to stir things up. No thanks. How to convince hiring team? Tell the truth.

Anonymous wrote:I don't see why you have to say anything at all OP. Just let the contract die. Thank her for her work. You are informing your boss about your experience with her, but it's your boss that should be handling the rest.

+1 The contracting firm tells her she's not being renewed. She calls you and you say "oh that's too bad, well it's been fun getting to know you" and further questions go to your boss. OP just because you stopped this woman from being hired doesn't mean you're her actual boss.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Don't have the conversation. Tell the contracting company that she no longer is needed on your job. Its their job to find her other work and deliver any unhappy news.

I’m the PP. This is best but it doesn’t always work out like that. She’s going to want to talk to you about it, even if she hears it first from her employer.

Yeah but I think you can be vague. Say one nice true thing about her (really enjoyed having lunches with you over the past few month, etc.) and then just say “I’m sorry it didn’t work out as a long term hire.” Wish her luck on her next gig. If pressed say something like “I’m not the ultimate decision maker here.” There’s really no point and this pony in saying that your thought her work product was bad and that she generated drama.

This, because it's true. I've had managers who trust me a lot ignore my recommendation not to hire someone due to glowing recommendations from others...it really isn't your decision, even if you provided negative input.

Are you the hiring manager? If not, why are you the one who has to tell her she's not getting a FT job?

I don't see why you have to say anything at all OP. Just let the contract die. Thank her for her work. You are informing your boss about your experience with her, but it's your boss that should be handling the rest.

Ignore the people calling you names, OP. This is a common thing with contractors. You work with them for a short time and then decide if they are a good FTE fit. It's WAY better than 8 hours of interviews. It's a test drive instead of just reading a brochure.

People aren't just entitled to a job. OP is under no obligation to train them, stop them from stirring the pot, or see if they get better. There is zero reason to take a risk on someone who already is creating red flags.

When I hire people for my group, I specifically ask my current people if they feel the new person would be a good fit. Yes, we look for technical skills, writing, etc. But if they are not a good fit, then everything else goes sideways while they rock the boat. I don't see how what OP is doing is any different from standard consideration during a job interview.

A similar experience happened with a close friend. Someone in their team but not a contractor wanted to move teams and be promoted. My friend told their boss that it wouldn’t be a good idea because they had not been successful at a-k. My friend tried training this person and getting them professional development help but nothing worked. That they didn’t complete work/ lied about doing work/ took people’s work as their own, etc. my friend is also very senior. The boss (think President) and didn’t listen and promoted this person. They couldn’t handle, way overspent budget, etc. they weren’t at the level of my friend but it irked them and others this person who wasn’t qualified was promoted.

My friend who is successful and known at their company and in their field for their work started looking for other jobs and started cutting down their long work hours to the minimum 40 hour work week.

Organizations will loose great employees when they promote or hire employees they know can’t do the work or for some othe reasoning.

But OP has anyone tried to train this person? Can someone say to them stop stirring the pot and do xyz and monitor then for another month or two and see if they get better? Sometimes people are just insecure and it comes out in a variety of ways.

Anonymous wrote:

Anonymous wrote:Over the six months she’s been working on your project has she been made aware that her work isn’t meeting expectations? Have you expressed that to your boss who could have mentioned it to the contractor?

The nice thing about using contractors is that you don't have to go through those hurdles to get rid of someone.

True so I wouldn’t have kept her on my project for the past 6 months. If OP feels the work hasn’t been up to snuff it should have been mentioned and had the contractor removed or replaced months ago.

Anonymous wrote:You sound horrible. Actively trying to prevent this person from being hired? Most people would mind their own business here, and you don't want to do that. Says more about you than about her.

You’re kidding right? I’ve told my manager plenty of times when a contractor wasn’t a good fit and they heeded my advice everytime.

Don't say the nice thing she will twist it to say you were praising her as a hire prospect.

If she comes running to you for pot stirring fodder just say no longer needed.

Anonymous wrote:Over the six months she’s been working on your project has she been made aware that her work isn’t meeting expectations? Have you expressed that to your boss who could have mentioned it to the contractor?

For a contractor, there is no obligation to do any of those things. And I would not bring up anything about her performance. Just say "no longer needed on this project" and be done. That is why people use contractors.

Anonymous wrote:Over the six months she’s been working on your project has she been made aware that her work isn’t meeting expectations? Have you expressed that to your boss who could have mentioned it to the contractor?

The nice thing about using contractors is that you don't have to go through those hurdles to get rid of someone.

Anonymous wrote:

Anonymous wrote:Don't have the conversation. Tell the contracting company that she no longer is needed on your job. Its their job to find her other work and deliver any unhappy news.

I’m the PP. This is best but it doesn’t always work out like that. She’s going to want to talk to you about it, even if she hears it first from her employer.

Yeah but I think you can be vague. Say one nice true thing about her (really enjoyed having lunches with you over the past few month, etc.) and then just say “I’m sorry it didn’t work out as a long term hire.” Wish her luck on her next gig. If pressed say something like “I’m not the ultimate decision maker here.” There’s really no point and this pony in saying that your thought her work product was bad and that she generated drama.