Tareas

Case Study Analysis
According to the ABC, Inc. case, Carl Robins was the newest campus recruiter in the company. On his first assignment, he was to hire a group of trainees to work for Monica Carrolls, the operations supervisor. After hiring several candidates, the next step was to schedule a training that was to start on June 15 to have the new hires working by July. Monica contacted Carl toensure Carl had arranged everything needed for a successful hiring and training experience for the new hires. Carl ensured Monica that everything will be arranged for the new hires. Carl waited after Memorial Day to pull the trainees files. After pulling the files, Carl noticed some trainees did not have their files completed and none of the new hires had the mandatory drug screen test done. Afterdiscovering the situation, he was informed the training room was reserved for Joe from technology services.
With time management, the establishment, and execution of a training process for new hires, followed by monitoring trainees on their first weeks, regardless of the position, the situation could have been prevented. This error happens often with companies worldwide, from small businessesto global companies. Looking at the situation from the company’s point of view, someone should be held responsible for the events that took place regarding the hiring process of these trainees. From an outsider’s perspective there were many people responsible for failures regarding the new hire training.
Time Management
Time management was the key for success in the hiring process. Regardless ofexperience, the recruiter must understand the hiring process of companies in general, and amount of time required for fulfilling these tasks. Most companies require almost the same documentation for every recruit hired: background checks, credit checks, drug screening test, references, and applications. Some companies may require some, others may require all these during the process. Usually, thehiring process could take from one to four weeks to execute it successfully (based on company’s policies and procedures) after the job offer is accepted. Carl’s example, demonstrates that poor time management could have serious consequences. Monica Carrolls contacted him on May 15 to ensure that he was planning diligently the hiring process and training for the 15 new hires. There is a month’sdifference from May 15 to June 15. This was a reasonable amount of time for Carl to plan the training. Memorial Day is a holiday celebrated on the last Monday of May; this means that Carl waited around 15 days before making arrangements for the training that was to take place on June 15. As a consequence, Carl failed to notice the red flags in the new hire files and missed the opportunity to reservethe training room for a seamless training.
Identifying the Red Flags
As the Operations Supervisor, Monica Carrolls should have checked with him daily or at least twice a week to ensure that her new hires were to be ready by July. By doing this, both, Carl, and Monica would have identified the first red flags regarding the assignment in less than 48 hours, considering the drug screening testmust be done within 24 to 48 hours after accepting a job offer . These flags were clear; some new hire applications were missing and background checks were not done within 48 hours from the hiring time. These are the first two steps that would have been noticed if the supervisor would have followed-up with Carl’s recruiter after he finished his training. One must acknowledge Carl was inexperienced inthe position that he held in the company. Regardless of previous experiences in his curriculum, he was not familiar with the ABC, Inc’s policies and procedures. On his first assignment, Carl was to be monitored by his immediate supervisor or recruiter; proper feedback of performance and follow-up is expected to ensure Carl’s success in the company.
Alternate Choices
Starting from the moment...