Challenges of recruitment. Case study analysis for ABC Inc.
The recruitment process starts from the advertisement in the media, interview of candidates through selection of the “superior employees who will develop their knowledge, skills, and abilities preparing them for advancement or promotion into ever more challenging roles” (Heathfield, 2010). Moreover, the recruitment process continues until new hires start their first day followed by participating in the new employee orientation, receiving manuals and policy booklets, partaking in various job trainings, providing all required documentation to ensure completeness of personnel files, and finally going through physicals and drug tests. The complexity of this procedure can positively or negatively impact the entire company. Recent experiences of ABC Inc. have emphasized the need to evaluate current recruitment processes and propose short-term solutions. Background
Carl Robins, a new campus recruiter for ABC, Inc., has conducted his first recruitment process. He hired 15 new trainees to work for Monica Carrolls who is the Operation Supervisor at ABC Inc. with hopes of all new employees will be working by July. He scheduled new hire orientation on 15 June. With only two weeks left until the planned orientation, there are still many subjects to cover, such as booklets policy, physicals, drug test, and the training schedule. After Memorial Day weekend, Carl reviewed all new hires’ records and discovered that most of them are incomplete with missing transcripts. He also realized that he has only three copies of orientation manuals and all are missing pages. The next drawback is that none of the new hires had been sent to the clinic for the physical and drug screening. Both are mandatory requirements for all employees at the ABC Inc. Lastly, the conference room planned for the orientation has already been book for other training activities. Key problems
The main problem seen in the ABC Inc. case is lack of proper planning coming from inexperience of the new recruiter. Carl Robins has been working with ABC Inc. for only six months. He just finished college and doesn’t have much knowledge and familiarity in human resources field. Primarily, he needs to learn that planning and organization are key elements of the hiring process and require scheduling tasks in advance to assure smoothness and effectiveness. Outlook calendar or a planner filled out with all the anticipated completion dates are great organizational tools. All manuals and policy booklets required for the new hire orientation need to be prepared and printed out at least two weeks before the scheduled orientation time. This ensures that even if mistakes happen, there is still time to order new corrected version. ABC Inc. uses FastPrints services for printing the manuals and policy booklets. Depending on the workload, FastPrints requires at least a week to complete the order. The company offers 48 hours option; however, the price of the total order is 10% higher than a standard placed order. The average time of the completion is five business days. Lastly, the training room is double booked. All of the issues discussed above come mainly from Carl Robins’ inexperience and the company itself. He did not ask his supervisor for help and advice, and that put him in a position of not meeting the deadline goals. On the other hand, the ABC Inc. is responsible for not checking the work performed by Carl Robins. His supervisor or Monica Carrolls, the Operations Supervisor, should have questioned his work and verified that all the details are on schedule. Alternatives
Knowing all the planning problems, Carl Robins needs to propose quick short-term solutions. The first on is to complete all required task and keep the orientation date as scheduled. Second proposition is to reschedule the new hire orientation until end of July. Original date of new hire...