Carl “the campus recruiter” Robins
Samuel "Tony" Chacon
COMM/215
August 15, 2012
KIMBERLY MITCHELL

Carl “the campus recruiter” Robins Even though Carl successfully recruited 15 people to work for ABC Inc. in spite of only working there for just 6 months, Carl should have scheduled his trainees for their physicals and should have reserved a conference room for their orientation that’s scheduled for the middle of June. On May 15th, Monica (Operation Supervisor) tasked Carl with his duties to set up the new employee orientation and get the employees drug tested and have their physical completed by June 15th. Carl made the mistake by waiting until after Memorial day to start planning. In this situation, Carl is faced with a dead line that seems nearly impossible to meet. The employees he hired submitted applications that were not completed. Also, Carl needs to get his employees drug tested and he is faced with a challenge to find a conference room for the employee orientation, but unfortunately the company training room has been checked out for the entire month of June by Joe, from technology services. The orientation is set up for June 15th, Carl needs to have his employees working by July. Key problems that Carl needs to fix is that he needs to get his new employees ready to start working by July. As a recruiter to the company, Carl needs to be meticulous when accepting applications from people submitting applications. Also, Carl needs to be recruiting top notch candidates to work for ABC Inc. If the candidates are submitting incomplete applications, then they obviously are not taking the application nor the job seriously. Carl also made a mistake by waiting until after Memorial day to start working on the employees’ files to be finalized. This ate up nearly two weeks that Carl could have utilized to get the new hires ready for their physical, drug test and orientation. In this situation, there are many ways for Carl to get back on track and meet his deadline. Carl needs to gather up all applications that were not completed and contact those employees. Upon contacting them, make them come in to the office and have them complete the application and submit any other paper work that was not provided before. Make it clear to the applicants that if they cannot provide the required paper work then they will be terminated. Once Carl has all the employees that completed the applications and turned in the paper work that was needed, he can schedule them to take their physical and drug test. If for some reason the clinic that Carl would normally send his employees is not available, he would have to look up alternate clinics that are willing to accept walk-ins and not require an appointment to get a physical and their drug test completed. Even though Carl cannot use the companies training room, there are many other resources Carl can utilize to find another room to have the new employee orientation in. Carl can find another room by simply looking on the internet and find a company or other businesses that rent out their conference room. Another solution is for Carl to bring in his employees on a weekend when his companies training room is not being utilize and have the orientation then. Carl can also solve this issue by renting out chairs and setting up a make-shift conference room in the back of the warehouse. In conclusion, although Carl successfully recruited 15 people, he should have been proactive and planned ahead to schedule the new employees for their physical and orientation for two main reasons. First, even though Carl had only been working at the company for only six months, planning ahead and taking the initiative to schedule for physicals and reserve the training room will show Monica that he is on top of his game and is taking the job seriously. Second, as the recruiter of the company you want to set the example for others to emulate and show the applicants that they are making the correct decision to work for ABC Inc.