New Hire Case Study
Joseph Parham
COMM/215

Glen Dayley

New Hire Case Study
Executive Summary
This case study analysis depicts a new campus recruiter for ABC, Inc., who has been on the job for six months. Carl was tasked with recruiting 15 new hires for the operations department to begin working by the month of July. As this is his very first recruiting endeavor, Carl wants to make sure that everything goes well. Carl soon finds out that none of the drug screens were completed for his new hires; new hire paperwork and orientation manuals are incomplete. Also, the training room where he had planned to hold the new hire orientation has been reserved for the entire month of June.
In order to resolve the key problems that Carl is currently facing, there needs to be new guidelines and processes created and followed to provide the successful onboarding of each new employee. The following steps need to be achieved to implement proper onboarding: 1. New hire paperwork completed and filed appropriately 2. Orientation/Policy Manuals revised 3. Training/Meeting rooms scheduled and confirmed
The first two steps can be addressed in the Human Resources department at ABC: * The new hire packet should include an employment application, transcript release form, physical forms, and drug test to be placed in each employee folder. * The Orientation/ Policy manuals should be revised and then handed out to each individual on orientation day.
The last step should be resolved by the Operations department: * Develop a training/meeting room schedule.
Once these key problems are corrected, and the processes/guidelines are followed. The onboarding process will flow efficiently, and there will be less room for error.

Introduction
In order to resolve fundamental problems with the hiring process at ABC Inc. There will need to be new procedures and policies implemented.
Background
This case study analysis identifies the issues with the onboarding process at ABC and the difficulties employees have when processes and policies are not upheld on a daily basis. The problem that exists at ABC is that there is not standard procedures and documentation in place to complete the proper steps to a successful new hire onboarding. Key Problems
The Key problems that Carl needs to resolve before the New hire Orientation on June 15 are as follows: * New Hire Paperwork in one folder, completed all at once * Orientation Manuals created and approved by Management * Meeting Room Scheduling & Availability
New Hire Paperwork
The alternative to having all new hire paperwork completed at once would be to complete only the employment application when applying for the position. If the candidate is then selected for the position, they will proceed to fill out additional documentation. They will then request transcripts and complete a drug test. One possible issue that may arise is the company may have possible delays and start dates might need to be moved to a later date. There is also the possibility of paperwork being misplaced and certain documents not requested.

Orientation Manuals
In regards to the orientation manuals, ABC could setup a projector on Orientation day and display the orientation manual and policy manuals on a whiteboard. At this time, the new employees can be handed out a summary of the orientation manual and policy manuals. A potential issue that may occur with this is that Human Resources or the recruiter may become inundated with many questions at a later date.
Meeting Room Scheduling
The scheduling of meeting and training rooms could be accomplished by placing a sign-up sheet outside of a particular room which needs to be reserved. With a sign-up sheet at each meeting room, this will provide employees a tool to reserve rooms. This is not a productive process to reserve a room as this requires an individual to go to the actual room and place their name on the sheet. This method is very time consuming and is not best means of communicating a vacant or occupied room. Proposed Solution
In order to make Carl’s job more enjoyable and less stressful, the following steps should take place:
New Hire Paperwork
The new hire packet should include an employment application, transcript release form, physical forms, and drug test to be placed in employees folders. On the outside of each folder, place a checklist of each document with a square before the item; then place a line for a date. As each item has been completed check the square and date when completed. Each folder should be kept in a file cabinet that is dedicated for all new hires. This process should be assigned to an onboarding specialist within the company.
Orientation Manuals
ABC should assemble a team or hire a third party company that can develop a company orientation and policy manual for the company. Once the manuals are created and approved by the proper personnel, a master copy should be created and place on a digital thumb drive or secure server. With the manual being on one of these electronic devices this should resolve the missing page issue and the lack of complete copies, and this will also avoid the issue of not having the correct documentation at the time of New Hire Orientation.
Meeting Room Scheduling
The most effective way to create a meeting room schedule is to place the scheduled sign up on the company’s internal website or outlook. Once the schedule is created rooms can be reserved for specific times and dates without the person leaving their desk. This also will decrease the chance of not having a location reserved for a scheduled meeting, orientation or training. Conclusion The proposed solution will ensure that all future new hire orientation process and guidelines are conducted effectively and efficiently. With the solution implemented in the three key problem areas, Carl and new recruiters will have easier onboarding process. If the proposed solution is not implemented, ABC, Inc., Company will continue to have similar problems that Carl encountered during his first recruitment experience.