Case Study of Carl Daniel Lewis University of Phoenix
COMM/215 Essentials of College Writing BSEG1CH1E0 April Adams May 26, 2014

Case Study of Carl Introduction With any career, one must learn the ins and outs of how to successfully fulfill their duties. All companies encounter kinks and curves due to minor mistakes made by employees. It so happens that Carl Robins, the new campus recruiter, has made many mistakes during his hiring process, causing a few snags that he will have to untangle. In order for any business to move forward, employee growth is essential. The hiring process must be done in a timely and efficient manner. Due to the new, inexperienced campus recruiter, the company’s potential employee growth is temporarily halted. Communication and accountability are vital between co-workers in order to complete tasks seamlessly. This case study will identify the problems that Carl Robins created in his trainee hiring process. This analysis will emphasize the issues associated in the recruiting process and include scenarios to help aid the recruitment process. There are many tasks involved in the correct disposition of formatting the hiring itinerary. Carl’s task at hand is to hire 15 new employees. There are many issues apparent in his case. This is Carl’s first recruitment and has very little expertise in this field. During the hiring course, he does not manipulate all the steps involved with pushing new trainees through orientation to business positions. Here are some crucial problems that Carl has experienced: · Inexperience with recruitment · Procrastination habits · Incomplete applications · Missing transcripts · Zero completion of drug screening · Orientation room occupied · Inadequate number of orientation manuals Carl’s inexperience with recruitment caused the whole process to crumble below him. He did not take into account for all the different elements that are involved in hiring. He also did not realize all the paperwork that needed to be done until it was too late. He should have asked coworkers for assistance on how to correctly plan and accomplish hiring new trainees. Another way Carl could have gone about this situation would have been to take on fewer trainees at a single time. Carl could have allotted more time for the hiring process, only recruiting five hires at a time until he reached the required amount to fill the quota. Additionally, Carl also had bad procrastination habits. He recruited all hires in early April, yet he waited until after Memorial Day to start checking the paperwork and files on the hires. If he had detected this problem much earlier, it would be much easier to fix all the paperwork and get all new employees working before his July deadline. One of Carl’s mistakes was recruiting hires before their applications were completed. Per company guidelines, application submissions must be completed and reviewed in full. Due to the lack of revision, the employee hiring process was incomplete. Carl had waited over a month and a half to start reviewing hires paperwork. If he had reviewed these files earlier, he would have had sufficient time to correct the files. In order to complete the necessary paperwork, Carl must schedule a day to have all hires finish and submit their incomplete applications. The records were also missing transcripts, which needed to be in each of the applicants’ files. Carl needed each of the hires to submit their transcript so Carl could complete each of their records. The next problem Carl encountered was the failure to produce completed results of each hire’s mandatory drug screening. To work for ABC Inc., they made it mandatory to pass a drug test. Completion of the screening is a significant aspect Carl failed to implement for these employees. Securing a date in which all new hires would be screened was a key component in finalizing each employee’s application process. Carl failed to produce results of these drug screens before formally hiring employees, which in turn created another problematic situation. Time was of the essence; drug screening is a process in which receiving results could span over weeks. To conduct a formal orientation, adequate space must be provided to employees. Carl’s idea was to reserve the training room for the last half of June. However Joe, from technology services, had reserved the training room for the entire month of June. Decisions now need to be made where the orientation will proceed for these new hires. There are different departments affiliated within ABC Inc.’s facility; Carl’s lack of communication between departments caused disruption of the orientation’s scheduled date. Finally, Carl’s last problematic encounter involved the lack of incomplete manuals at hand. Therefore, he was unable to make copies of the company handbooks. ABC Inc.’s orientation manuals guide new hires with rules and regulations in the business environment. Employees cannot adapt within the company not knowing the core company virtues. These booklets introduce company policies with ease, however, failure to deliver and complete such documents created a setback for Carl that could have easily been avoided. With any problem that arises, naturally one may come up with various solutions. Problematic thinking is critical for the development of the corporation. Thinking outside the box is gratefully valued and is an esteemed asset in everyday life. Monica, the operation's supervisor, tasked Carl with recruiting 15 trainees. Monica should not have given this task, provided Carl was freshly introduced with ABC Inc. Asking for assistance with the recruitment would have help steered Carl with aid and supervision, given it was his first recruitment. Having a vast amount of employees to train, trainees could have been split into two different groups, in turn, lessening the weight and accountability for that many individuals. Having recruited all the trainees in April, Carl should have reviewed everyone’s record much sooner than he did. If thought and preparation were present when the job was initially assigned in April, the documents would have been prepared and finalized from the start. With there being so many incomplete applications and missing transcripts, Carl must find a solution to complete them all. Carl could call each to come back on a scheduled day to complete each of his or her files. Having a scheduled date and time would clear much confusion between Carl and employees. Drug testing for each applicant was neither apparent nor issued. Upon approving each applicant, Carl should send him or her to a medical facility to complete their drug screening. Within ABC Inc.’s guidelines, approved drug testing is crucial for hire. After each acceptance, date and time given to an employee within the same month would have been beneficial. In turn, employees would get cleared and another task would have been performed. Carl needs to propose a date for all applicants to complete all drug screenings. Having adequate training room for orientation is important. By not pre booking the rooms time and date, Carl was left with no space to conduct orientation. Booking in advance would have secured a room and provided a professional environment for educating policies and procedures. By pushing orientation back two weeks, the training facility would be available to him. Another possible solution would be to negotiate with Joe regarding the days available for the space. Thirdly, finding a nearby facility that could serve as an alternate training room would be the most desirable aspect to meet Carl’s deadline. The most beneficial approach for Carl would be to push the orientation date further into July, allotting time for him to correct incomplete tasks. Orientation manuals were not provided to employees in ABC Inc. New manuals should have been ordered at time of noticing there were only 3 copies of each manual with each having several missing pages. Contacting Monica when Carl took notice of the pressing issue would help alleviate the time crunch. Monica would possibly be able to recover a full copy of the manual; which in turn would allow Carl to make complete copies. Fifteen new manuals need to be ordered right away and received before the start of the July orientation. The documents would then be delivered and issued for all individuals. The above elements had one apparent factor. Procrastination was the biggest problem Carl had faced in dealing with assigned tasks. By evading his biggest flaw, he would have avoided the aforementioned situations. Accomplishing his tasks in a timely, efficient manner would have led to his first successful recruitment. By implementing these solutions, orientation procedures will be achieved and effective for ABC Inc.