In the review of this case I determined that many things went terribly wrong and unfortunately Carl Robbins did not take the correct route in setting up the new hire orientation. Carl, who after only six months on the job it became too much for him after hiring 15 new trainees on his first recruitment effort. This was the beginning of many things to go wrong for Carl Robbins, his attempt for a smooth transitional orientation, was hoping to have the15 newly hired trainees working for the Operations Supervisor Monica Carrolls by July. But because of his inexperience his first recruitment went wrong.

ABC Inc. extended the offer of employment to 15 individuals. The orientation for the new employees is set for June 15, which gives the recruiter, Carl, two weeks to ensure everything is prepared and ready for their arrival. Carl discovered several major roadblocks barring the individuals from beginning work on time. To identify the key problems and establish potential solutions, Carl must begin by analyzing what must be done, what date it must be done by, and who will be responsible for completing the task. To obtain employment with ABC Inc., the new associates must have proper applications and transcripts, a successfully completed drug test and physical examination, and a full company orientation. If the employees are to begin orientation on June 15 as scheduled, all documentation and medical examinations must be completed prior to or no later than the 15th. As the recruiter, Carl is responsible for ensuring these steps are completed. With the stipulations of what, when, and by whom each requirement of employment is to be completed, the key problems are next to be analyzed.

Carl and the new employees face a short amount of time to correct four categories of key problems. The key problem’s Carl needs a solution to are; competed documentation, medical examinations, orientation and time management. The company must have proper record of the new hire’s applications and transcripts. For the 15 new associates, some applications were incomplete and some transcripts were missing. Carl has an obligation to the company to ensure the documents are complete because they provide critical information regarding the individual’s ability to be hired. An application and transcript provide the legal residency information, prior employment history, educational experience, and any prior criminal offenses for the person seeking employment. The company has to be aware of this vital data before hiring anyone.

With the high cost of replacing workers, extra time should be given to ensure the right individuals are hired right the first time. If criminal records or other undesirable information is discovered after the individual has been hired, the company may not have the legal authority to terminate the employee without repercussions (HR Works, 2012). Before the employees begin orientation, the missing data needs to be identified, collected, analyzed, verified, and presented to the hiring manager for approval. A minimum of 20 business days should be set aside for the completion and review of the applications and transcripts.

In additional to proper documentation, the new employees are required to pass a drug test and physical examination. Just as the application and transcript provide the company with vital information to prevent offering employment to individuals with an undesirable history or status, the drug test and physical examination also provide crucial information for the employer to choose the right candidate. The key problem is scheduling the 15 new hires for their drug tests and medical examination and obtaining the results within 13 days. The new employees may have current jobs or scheduling conflicts preventing them from going to the clinic on a certain day or time. To ensure that the company receives all results prior to orientation, the tests for the new hires must occur within the next seven business days.

If the required paperwork and examinations are completed and the orientation moves forward as scheduled, manuals, policy booklets, and a room for the orientation must be obtained and ready for the new hires. Currently, ABC Inc. only has three manuals available with several pages missing from each and the training room is not available on June 15. New employees must sign and acknowledge that they have received and read the company’s polices prior to beginning work. In addition to all of the paperwork, a room for the orientation must also be available. The training room at ABC Inc. is reserved by another associate on June 15, and therefore, is not available for new hire orientation. The training must be held in a room that is conducive to learning. It cannot be held in an area that allows for interruptions or provides distractions. The training room is the only room on the ABC Inc. premises that provides a beneficial learning environment. Without the availability of the training room on June 15, the orientation cannot be conducted properly. The final key problem is time management. Carl’s time management and poor planning skills have left Carl unprepared and unable to complete the hiring process on time. Carl was unorganized and unable to keep track of what applications were complete and what information was needed. In addition he encountered a schedule conflict with the training room for the new hires orientation. To avoid future problems Carl needs to develop this skill. In addition he needs to establish a set hiring process to follow.

Carl has several potential solutions to work through the key problems. Carl needs to start over from the beginning and begin a priority list with deadlines and completion dates, form a game plan, begin initiating the plan, then present all this to Monica Carrolls the Operations Supervisor with the situation as it stands, the new game plan and how Carl is resolving the issues. All this needs to be presented in a proposal to Monica so that the confidence level Monica might have on Carl’s professional abilities is not diminished, then Carl needs to ask for temporary assistance, to help with the speedy process of processing the 15 new hire trainees that is needed if Carl is to meet the July deadline, Carl’s priorities are to first schedule and notify the new hire trainees of the mandatory drug screening, and while waiting on the drug screening results, Carl and his assistant need to make sure each new hire trainees transcripts are on file and verified, after the results of each drug screen result each new hire trainee is to come in and complete their application, Carl or his assistant will verify all information for each application, each process verified and checked off Carl’s priority list and indicate the completion date and determine if Carl is on track with the time schedule presented to Monica the Operation Supervisor, and notify Monica of his progress, and the assurance of meeting the schedule deadline. Carl or his assistant needs to obtain and verify the correct amount of orientation manuals (minimum 15) and verify that the manuals are complete and no pages are missing, once this is complete, Carl can now see the light at the end of the tunnel, but Carl is not finished, he now needs to meet with the technology department and see if there is a compromise and or create a plan B for the situation, obtain another conference room, to have the orientation in a larger office, to reserve a conference room in a large Hotel like the Marriott, Holiday Inn or come up with something creative, that everything is complete and ready. Once complete Carl can now meet the deadline set and Carl can now notify Monica.

In conclusion the problems addressed in this case analysis are ubiquitous. They are not unique to ABC Inc., and they exist in many forms throughout other companies. ABC Inc. can use the case analysis to determine a course of action to address their current issues and other organizations can use the analysis to audit their recruitment process. Armed with a thorough analysis, ABC Inc. can now make an informed decision on how to proceed with the 15 new hires. By implementing the proposed solution, ABC Inc. will succeed in hiring the right individuals for the growth of the company. But in the end Carl is the new campus recruiter for ABC, Inc., and has successfully recruited several new hires in spite of having been at his new job for only six months this makes him very successful and this was just a mere blip on a otherwise remarkable track record.

References

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Findlaw (2012). Employment Contract Provisions. Retrieved from http: //smallbusiness.findlaw.com/employment-law-and-human-resources/employment-contract-provisions.html
HR Works (2012). The costs of not firing a mediocre employee Retrieved from http://www.hrworks-inc.com/our-solutions/human-resources-outsourcing/staffing-articles/104-the-costs
National Seminars Training (2012). Retrieved from www.nationalseminarstraining.com/STAR12/index.cfm
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