July 20, 2005
ABC, Inc. Case Study Analysis
Case Study Background
In April, Carl Robins, a new recruiter for ABC, Inc, with only six months experience, successfully hired 15 new employees. The new trainees were hired to work for Monica Carrolls, the Operations Supervisor. Carl Robins scheduled a new hire orientation to take place June 15 with the intent of having all the new hires working by July. On May 15, Monica Carrolls contacted Carl about coordinating many issues for the new hires such as manuals, drug tests, and policy booklets. Carl assured Monica that he would coordinate everything and it would all be completed on time. In the beginning of June, while reviewing the new trainee file, Carl discovered several problems. Some of the applications were incomplete, drug screening was not complete, orientation manuals were incomplete and missing pages, and the training room had been reserved by technology services.
During his first recruitment effort, Carl Robins encountered many problems that need to be addressed to resolve this issue.
• Incomplete employee applications
• Mandatory drug screening was not scheduled
• Employee transcripts were not on file
• Incomplete orientation manuals
• Shortage of orientation manuals
• Resource scheduling conflicts
In order to meet his goal of having all the new hires working by July, Carl must act quickly. Carl must immediately contact all of the new employees and have them complete their employment applications and verify that copies of their transcripts are on file. Next, Carl must schedule appointments at the clinic for all the new employees for the mandatory drug screen and have the results delivered immediately. In the mean time, Carl must review the orientation manuals for completeness and coordinate the reproduction of enough copies for each new employee. Carl must then try to coordinate with the technology services section to determine if it is possible to share the training room. If that is not possible, Carl must find another suitable location for the new hire training to take place.
Although this seems like a very simple problem with quick and easy solutions, it exposes underlying problems with the current hiring procedures that need to be addressed to prevent this type of problem from happening again.
A junior recruiter should work very closely with a more experienced recruiter during the first recruitment effort. Experience will go a long way in overcoming these types of problems. ABC, Inc must develop an effective checklist or procedure to follow for hiring new employees. It must be clear to the employee and the recruiter exactly what must be accomplished before and after the hiring