Posting for traffic, and NC'd in case outing.
Last year I had someone in my team in an administrator role on a fixed-term contract. She was pleasant and hard-working but she just couldn't cut it at the job. I gave her hours and hours of additional support and training over and above what would usually be the case in that (or any) role; she had a lengthy induction; clear action plans; weekly 1:1s; access to all sorts of written guides/training/previous examples of work, including recordings of training sessions that she could repeat as needed; she had a buddy; I encouraged her to join supportive networks; we went through Occupational Health in case there were underlying issues and implemented their recommendations...you name it, I/we tried it but she was simply a square peg in a round hole. Her CV suggested she had done similar roles and she said all the right things at interview (although things she let slip while working with us made it clear there had been some embellishments and omissions) but although she certainly had some strengths and skills, they weren't the ones needed for this job. When it came to the end of her FTC we let her go and didn't seek to explore renewing/extending her contract.
I have received a reference request for her and one of the questions is "would you re-employ X in a similar role?" Now I know I could simply tick 'yes' and she'll be someone else's problem, there'd be unlikely to be any comeback on me, but I have to sign a declaration that I've given honest information and the real answer is no, we absolutely wouldn't employ her again in that or any vaguely similar role!
WWYD?