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.
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.
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