There will still be the occasional job mismatch—even if every appropriate check has been done. What can you do if that happens? First, use the reference report as a benchmark of what was said about the candidate and compare it to the problems that have come up since the new employee has been on the job. Look for clues that might be in the reference report and were, perhaps, overlooked. Second, use the reference report as a guide for developing a plan for corrective action.
Next, talk about the issues that have come up with the new employee. It’s more likely than not that there has been some sort of disconnect, misunderstanding, or miscommunication. Make every effort to identify the problems and address them as soon as possible.
Another alternative is to move the individual to another job within the organization (if that’s possible). Depending on the clues that may have been found in the reference report and the discussions with the employee, it may be mutually advantageous to move the person to another position within the organization that is a better fit. While that may not be possible in a small organization, it’s usually quite possible in a large corporation.
The last option, of course, is termination.