Carl Robins as a Recruiter of ABC - Case Study Example

Since Carl was relatively new to the system, it was the duty of the supervisor to monitor Carl and guide him in the proper direction. The supervisor should also have offered assistance to Carl in terms of the orientation of the new employees. The next half of the project will present a brief background of the case. As offering a brief background to the case will help to understand the latter half of the report.

Background
It was in early April when Mr. Carl Robins, the new campus recruiter of ABC Inc., hired 15 new employees. The employees were supposed to work for Monica Carrolls, who was the Operations Supervisor. After the process of recruitment Carl scheduled an orientation program for the newly recruited employees, which was supposed to take place on 15th June. His primary intention was to ensure that after providing adequate training to the staff, they will be fit for joining by the beginning of July. On May 15th, the operational supervisor, Monica Carrolls contacted Carl to discuss the training sessions.

Apart from that the discussion also took place about the schedule of training, medical checkup, physical test, orientation, handing over the policy booklets to the employees, and a list of other issues. During the conversation, Carl reassured Monica Carrolls that all the required amenities will be in place within the stipulated time frame. He also quoted that during the time employee orientation will commence every employee will be present along with their application forms.

Carl got back to work just after the Memorial Day weekend, to check whether all the employee applications were completed or not. As he was going through it, he suddenly realized that there was a shortage of adequate pieces of the orientation manual. Moreover, there were also missing pages in between the manual. After witnessing these occurrences, Carl become anxious when he comprehended that not a single newly recruited employee had received the obligatory drug screening. Apart from that Carl was shocked to know the news that the room where the training was supposed to take place was preoccupied with another client (Solve my question, 2012). Hence there was also unavailability of the training room.

Key Problems
The given case has to deal with several problems. The most important of them all is related to the way, campus recruiter Carl Robbins has planned, implemented, and followed up. Mr. Robbins at first neglected to coordinate with his supervisor. This depicts that the recruiter feels as self-sufficient. Apart from that, he has misguided the employees as well as the operational supervisor. He did not communicate the exact time when the new employees will be attending the obligatory drug screening. He did not arrange adequate copies of the orientation manual and also failed to fill up the applications of the newly recruited employees.

Even the orientation manuals have a few pages missing. This demonstrates how careless he was while performing his duty. It also exhibits his lack of professionalism and responsibility. The recruiter also had enough time to make sure that everything would be in place before the commencement of the training schedule on the 15th of June. However, Carl was also new to the system and therefore it becomes the duty of the supervisor to train him or guide him during the initial phases of recruitment. Furthermore, it was Carl’s first recruitment process only. Thus it was the duty of the manager to ensure the progress of the task.

Alternatives

Some of the possible alternatives are mentioned below. The below-mentioned alternatives are hypothetical but form a logical meaning.
• Carl could have overstated his level of qualification qualifications to get the job
• Carl may not have been informed about the tasks he needs to accomplish as a recruiter
• He may not have understood what duties he is supposed to be doing for such an orientation.
• The supervisor may have closely observed his first recruitment effort and thus did not help Carl.
• Carl may not have been provided with adequate training, which is necessary for the job.

Proposed Solutions
Irrespective of the actual reason, why Carl did not plan, implement, coordinated with the supervisor, and followed up appropriately, there must be some solution to accomplish the training session. Probable solutions might contain incorporating a mentoring program from the company. For example, if the company had programs related to mentoring, Carl would have gained a lot from the earlier recruiters. Also, he could have understood the appropriate course of action for this job. The company could have provided Carl with a checklist about the job. Such measures would have been beneficial both for the company and for Carl as well.

Recommendations
The recommendations will be about how Carl can handle the situation. The recommendations are provided below:-
• At first he should generate adequate copies of the orientation manual.
• Notify every employee about the incomplete applications and ask them for completing them as soon as possible.
• To confirm the date for drug screening.
• To look after an alternative place where the orientation and training classes can be conducted.  Read More