Case Study Analysis
February 23, 2015
Case Study Analysis
When a company undergoes the hiring process, there are many things that an employer must take into consideration whilst he is choosing a candidate. In today’s society, the job market is becoming much more competitive, and, while there are thousands of up-and-coming, qualified young contenders fresh out of college, a little preconditioned experience can go a long way. During my analysis of the case study regarding ABC, Inc.’s hiring dilemma, I have come across a few apparent problems in the case that may or may not have been the cause of what could be a bad hiring experience – and in more ways than one. ABC, Inc. hired a new campus recruiter circa sometime in October of the prior year. In April of the current year, this new campus recruiter was expected to bring on 15 new hires and have them ready for training by June. Contacted by the Operations Supervisor, who the new recruiter was hiring for, a list of tasks was established and to be completed by the anticipated start date for the new hires to begin their training in June, hopefully to be working for the company by July.
Carl Robins, the new campus recruiter for ABC, Inc., successfully recruited 15 new hires for the Operations Supervisor, Monica Carrolls, in April of this year. Carl scheduled and orientation for the new hires to take place on June 15 of this year, giving him plenty of time to fulfill the mandated tasks assigned to him by Monica in order to have the new recruits ready for the scheduled orientation. On May 15, Monica contacted Carl about the training schedule, orientation, manuals, policy booklets, physicals, drug tests, as well as other issues. It was up to Carl to coordinate these tasks for the new hires. After Memorial Day, Carl went back over his file to finalize the paperwork, noticing that much of his paperwork was incomplete and many of the...