The recruitment phase can provide an answer as to whether the attitude and personality of a candidate fits company culture or not. Having said that, it calls for immense attention on the part of the interviewer to screen for put-on behaviors. Candidates often turn on a charming personality for the interview but switch faces once they are in. But identifying such associates is not difficult, as the negative trait would surface sometime soon. We follow a two-step strategy at FCG, India to deal with such cases. The first is to recognize such associates. For this purpose, we have HR business partners that play associative role with the business heads. Ideally one HR partner works with 150 associates; they hold weekly one-on-one rapport building meetings with the associates and try and discover the actual cause for their negativity. If the problem is genuine, the candidate is put on a Performance Improvement Plan (PIP), and given a time frame for improvement. On the other hand, an associate can also turn negative after submitting the resignation, due to reasons such as wanting to be relieved at the earliest. In such cases we tend to do the handing over quickly and relieve the resigned associate as it can lead to a lot of negative energy being spread in the system.