Case Study Analysis Paper
Executive Summary
Introduction
Mr. Robins, a new recruiter of ABC, Inc. hired several new trainees with the intentions that they will start working at the organization within a month. With the start date quickly approaching, Mr. Robins discovers that the new hires are not prepared to begin employment. Most of them do not have all required documentation and none of them completed the mandatory drug test. Mr. Robins needs to contact all new hires immediately, in order to complete all prerequisites needed to finalize their application process, on time for their start date at ABC Inc. Additionally, Mr. Robins should seek extra training on the new hire application and training process.
Background
Mr. Carl Robins is a new recruiter to ABC Inc. and has been employed with the company for about six months and just experienced his first recruiting attempt. Mr. Robins hired 15 applicants with the intentions that they would start training on June 15 and start working some time in July. Right after the Memorial Day weekend, Mr. Robins discovers that the new hires are not ready to start on June 15 after looking through their files. Some applicants did not have applications completely filled out and some had their transcripts and all but three orientation manuals missing. He also noticed that all applicants did not take the mandatory drug test. Additionally, he finds that the orientation room is booked throughout June.

Key Problems
Key problems are that the new employees are unprepared for the June 15 start date and which is a couple of weeks away. The recruiter has a job to ensure that the new hires meet all company requirements to enable them to start on the desired day. The recruiter is the cause of the two main problems as he is responsible. The fact that Mr. Robins is a new recruiter could rationale the fact that the new employees are not prepared in a timely manner to begin employment.
Alternatives
Mr. Robins could search his office for all missing paperwork. Because he is a newer employee, it could be possible that he misplaced some of the documents. He also could not have an organized filing system set up as well. Mr. Robins could push back the start date for the trainees to July. Since the training room is reserved for the entire month of June, this will allow plenty of time to get his files together. Mr. Robins also has the option of immediately getting in touch with all applicants and having them complete all necessary paperwork and the drug test before the company start date.
Proposed Solution
Mr. Robins should contact all new hires immediately in order to finalize all requirements of ABC Inc. before the employment date approaches.
Recommendations
It has been recommended that Mr. Robins seek extra training on the recruiting and hiring process in addition to the proposed solution. Getting retrained will prevent Mr. Robins from making these mistakes again.

Introduction
New recruiter, Mr. Robins, of ABC, Inc. hires several new trainees with the intentions that they will start working at the organization within a month. As the start date is rapidly approaching, Mr. Robins learns that the new hires are not prepared to begin work, as none of them have completed the organization’s mandatory drug test and as paperwork is incomplete or missing from some of their files. If Mr. Robins contacts all new hires immediately, to complete their drug tests and any information needed to finalize the application process, they should be ready in time for their start date at ABC Inc. Furthermore, if Mr. Robins is retrained on the new hire application and training process; he will be able to prevent any hiring mistakes from reoccurring in the future.
Background Information
Not long after the Memorial Day weekend, Mr. Carl Robins, the new campus recruiter of ABC, Inc., had discovered that the 15 applicants he had hired were not prepared for their start date of June 15. These new hires were to be trained and ready to work by July for Ms. Monica Carrolls, the Operations Supervisor. As Mr. Robins had been employed at ABC Inc. for only six months, this had been his first recruitment effort. Upon hiring the chosen applicants, he had failed to follow up and ensure that the new hires were ready to start on the 15th of June. While reviewing his new employee files to finalize paperwork for the new employee orientation, he had found that the new trainees were not prepared to attend their first day at ABC Inc. Mr. Robins had discovered that some of the trainees did not have applications completed or their transcripts on file and none of them had been sent to the clinic for the mandatory drug screen. Additionally, after looking for the orientation manuals, he had found only three copies with several pages missing from each. Next, Robins reviews the schedule of the training room and realizes that the room has been reserved for the entire month of June (University of Phoenix). To recover from the apparent issues, Mr. Robins should devise a plan to have the new employees ready to begin work at ABC Inc. on June 15th.
Key Problems
From reviewing the case, there appears to be a few problems that can be identified that in the given scenario. The first identified problem is that the 15 new hires are not prepared for their first day of work. The fact that a great deal of the new employees’ paperwork is missing or incomplete and that none of them have completed the mandatory drug test is a problem. The recruiter is responsible for ensuring that all new employees have completely filled out the necessary paperwork and taken the mandatory drug test in order to work at ABC Inc. Not only does each employee need to take the drug test, but they also should pass the test as well before the recruiter officially hires them into the company.
The next issue that is recognized in the existing scenario is that the start date for the new employees is approaching in a couple of weeks. A dilemma is posed with the new trainees not ready to begin and their starting date being right around the corner. The recruiter is responsible for ensuring that all applicants have completed all prerequisites in a timely manner. Because the recruiter waited to review each applicant’s file until the last minute fueled this crisis. Verifying the files of each applicant ahead of time will provide the recruiter with enough time to ensure that all requirements have been met. If paperwork is missing, the recruiter will have the time to determine if he had misplaced the pages, or if the applicant had failed to complete each portion of the paperwork.
The final issue identified in the given scenario is the new recruiter. Mr. Carl Robins is fairly new to the ABC Inc., and this had been his first hiring experience at the company. Evidently, Mr. Robins had not recruited before with the company and could be unfamiliar with the hiring process involved. Since the recruiter has a duty of ensuring that each applicant has fulfilled the hiring requirements of ABC Inc., Mr. Carl Robins seems to be the root cause of the new hires not being prepared to start training on June 15th.
Alternatives
A few alternative solutions are available to resolve the issue of the 15 new employees not being prepared to start working at ABC Inc. First Mr. Robins could try rummaging around his office for any missing paperwork. Maybe he has all completed files, but they are just misplaced. The new hires could have completed the drug test already, but Mr. Robins does not have the results available. Since Mr. Robins is new to the company, he may not have an organized filing system set up yet to where he could easily access any needed files. Since this solution could become time consuming, a recommendation that Mr. Robins stick with this resolution for only a few hours should be followed, as time is running short for him to gather all required documents.
Another alternative to resolve the existing problem would be to push back the start date for the applicants. If Mr. Robins pushes back the start date for the new employees, he would have plenty of time to ensure that they have met all requirements of ABC Inc. Since the training room has been reserved for classes during the whole month of June, his new hires would have to start training sometime in July, allowing them to be ready to work in August. This solution is not recommended because the new employees would be starting to work a month behind schedule. Ms. Carrolls is counting on the fact that the new employees would be working in July, not just starting to be trained. Additionally, this solution would not be ideal because Mr. Robins is still new to the company. Pushing back the start date for the new hires because of a few mistakes made on his part may not look good in management’s eyes. Mr. Robins should do whatever he can in order to meet all deadlines for new employees to start training with the company.
However, Mr. Robins has the alternative of contacting all new hires immediately to have them complete all portions of the hiring requirements. With just about two weeks left before the June 15th deadline, Mr. Robins still has some time left to contact all new employees. If unable to stop by his office to complete or drop of deficient paperwork, the new employees should be able to fax or email the lacking pages for Mr. Robin’s files. In this short timeframe, Mr. Robins will have just enough time to send each person to the clinic for the drug test as well. With this solution, Mr. Robins is able to complete all new hire requirements for ABC Inc. and the employees would be able to start employment on time. This alternative is recommended, yet it has a drawback that a new hire may fail the drug test. Before the new hires take the drug test, Mr. Robins should inform reinstate that failing the test would terminate their employment with the company per company policy. Reinstating the company’s policy on drugs to the employees would spare them any disappointment due to a failed test. Losing an employee due to a failed drug test is a loss that Mr. Robins should be willing to take, whether the test is being taken now, with the start date around the corner, or if it was taken ahead of time.
Each alternative plan mentioned is suitable for conveying the desired result of ensuring that each newly hired employee is prepared to start employment with ABC Inc. on the required date.
Proposed Solution
Upon assessing the possible alternatives, the most effective solution had been determined that Mr. Robins to contact all new hires immediately in order to prepare them for the June 15 deadline. The proposed solution is deemed the most effective, because it saves the most time, it enables the new employees to satisfy all requirements to start employment and it allows the trainees to be prepared to attend ABC Inc. on schedule.
Recommendations
A recommendation would be for Mr. Robins to seek additional training. Apparently Mr. Robins was not clear on all hiring procedures that a recruiter must follow. Making time to get informed about the hiring process will help Mr. Robins to prevent these mistakes from reoccurring.

References
Elder, L., & Paul, R. (2006). Critical thinking: Tools for taking charge of your learning and your life (2nd ed.). Prentice Hall, Inc.