Case Study Analysis - Avoiding Problems during the Recruitment Process

Topics: Recruitment, Employment, Flowchart Pages: 5 (980 words) Published: July 26, 2014

Case Study Analysis - Avoiding Problems during the Recruitment Process COMM/215 ESSENTIALS OF COLLEGE WRITING
April 28, 2014
Mark Polanzak
Case Study Analysis - Avoiding Problems during the Recruitment Process Introduction
The purpose of this case study analysis is to give an overview of the problem that Carl Robins, the campus recruiter from ABC. Inc., faced during his first recruitment effort, to point the root causes of the problem, and to give proposed solutions as lessons learned for future reference and use. This case study analysis will show what possible problems can occur during the recruitment process, and how those problems can be avoided. What is takes for one recruitment effort to be called successful? Background

The recruitment process consists of several stages:
1. The first stage starts with interviewing potential candidates, evaluating their resumes, giving proposed candidates to the hiring manager and finalizing and selecting the best candidates. 2. The second stage is the actual hiring and mobilization of the selected candidates. It includes: physical examination, drug tests, initial introduction and orientation, overview of the company’s policies and procedures and training. In order the whole recruitment effort to be completed successfully, the recruiter needs to have previous experience, good knowledge of the overall process and certain necessary skills. The process itself has strict steps that must be followed in certain sequence. Furthermore, like every other process, the recruitment process needs to have well established policies and procedures in form of checklists, flow charts and scheduled activities. All of these perquisites can only help for smooth running of the recruitment process. Carl Robins, employed by ABC, Inc. as a campus recruiter, while being already for six months at this new job, was assigned with a task to recruit 15 new trainees to work for Monica Carrolls, the Operations Supervisor. This was his first recruitment effort. In early April, Carl recruited 15 new hires, hoping to have them all working by July. The time frame of almost three months gives enough time for all the requirements for new hires to be completed. On May 15, the hiring manager Monica, contacted Carl to assure that he has everything under control. Carl confirmed that everything will be arranged on time with new hire orientation to be held on June 15. At the end of May, while trying to finalize the new hire paperwork, Carl realized that a lot of the key documents were missing, none of the new hires were sent for physical examination and the training room for the orientation has already been booked for the whole month of June. With only a month left before his deadline, Carl realized he was facing problems that he didn’t have a solution for. Key Problems

When we think about the problem in the case explained above, it is easy to conclude that Carl did not accomplish his recruitment assignment successfully. But if we analyze the problem in depth, we can find much bigger and more serious problems that can affect every other recruitment process. Overview of the root causes of this problem:

1. Why ABC, Inc. put Carl, unexperienced recruiter, to hire that many new employees? Carl was employed for only six months at that time, and he did not have any previous recruiting experience in this company. 2. Why Carl did not have anyone more experienced to oversee his work, guide him and supervise his first recruitment effort? Carl was not supervised, nobody was leading him, nor working along with him until he gets accustomed with the process. 3. Why Carl did not have a pre-plan and activity schedule for every step of the process? There was no work schedule, no checklists, and no pre-plan of the sequence of the tasks. Alternatives

Here we ask the question: “What can be done in order this problem not to occur again? 1. The company should not assign new unexperienced recruiter, who does not know the...
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