Case Study Analysis Paper
I enjoyed researching hiring procedures in the workforce market. It provided me with keen insight of what goes into the hiring process but also how to map out the steps to make it a successful hiring experience for the new employee. Let me introduce you to Carl Robins, he is the new campus recruiter for ABC, Inc., He has been in his current position for six months and has successfully recruited 15 new hires for Monica Carrolls, the operations supervisor. Carl scheduled the orientation to take place on June 15th. On May 15th Monica reached out to Carl with an expectation that all things would be coordinated as she was expecting that all new hires begin working by July. Carl assured Monica that everything will be in place for June 15th orientation. After the Memorial Day break Carl began working on the new hires files and realized that paperwork is incomplete, mandatory drug screening is missing, the orientation room is blocked for the month for technology training. Needless to say Carl is into a panic mode and is not sure what to do.
Carl was new in his role at ABC Inc., and did a great job of hiring but he had underestimated the time it will take to get the new employees ready for orientation. Carl also lacked the planning for the orientation, creating training schedule, printing the manuals and scheduling drug screening. He assumed that 15 days will be sufficient to get the new hires ready for orientation. He is pressed for time and is realizing that this is not going to be a smooth transition especially as he assured Monica that everything will be in place.
Carl is a recruiter and he is the first individual that new employees interact with. He is the brand and the first exposure to the company. Carl is new to the company so the first key problem is what did his training as a new recruiter looked like? Was he aware of the proper steps to take with regards to paperwork, drug screening, room...