Case Study On Carl Robins
Case Study on Carl Robins
Crystal Rollins
COMM/215
October 20, 2014
RoMay SitzeCase Study on Carl Robins
A recruiter’s job is to help a company or organization find new talent; they are also responsible for making sure that all new hires have completed all paperwork and maintain an ethical relationship with department heads.
Introduction
This case study will evaluate the performance of Carl Robins, a new campus recruiter for ABC, Inc. With only having six months experience, he failed to organize, follow-up, and reserve a room to train the 15 people he successfully recruited. The new trainees will be working for Monica Carrolls, the Operations Supervisor. Carl has been procrastinating, failing to meet the required deadline for a new hire orientation that will take place on June 15. The new employees require an orientation on company policy, manuals to learn the required policies, physicals, and drug screenings, and other issues that may arise as time whines down. On May 15, Carl was contacted by Monica and he assured her that everything was a go for that particular date and things were running as scheduled. After Memorial Day, Carl realized that the new trainees’ applications were not complete, their transcripts were not on file, and none of them had been sent for mandatory drug screening. Carl also found Joe from technology services reserved the training room for the whole month of June for computer training seminars, leaving Carl with nowhere for his orientation.
Key Problems
It is very clear that there is a lack of proper follow-up resulting in problems with drug screening and proper paperwork being filed, along with several issues with scheduling of assets and availability of training materials. Carl’s performance seems that he is not fully trained or inexperienced to complete the orientation of new employees with ABC, Inc. Before Carl started recruiting he did not have a plan in place for or after he met his goal of recruiting 15 new people for the
Crystal Rollins
COMM/215
October 20, 2014
RoMay SitzeCase Study on Carl Robins
A recruiter’s job is to help a company or organization find new talent; they are also responsible for making sure that all new hires have completed all paperwork and maintain an ethical relationship with department heads.
Introduction
This case study will evaluate the performance of Carl Robins, a new campus recruiter for ABC, Inc. With only having six months experience, he failed to organize, follow-up, and reserve a room to train the 15 people he successfully recruited. The new trainees will be working for Monica Carrolls, the Operations Supervisor. Carl has been procrastinating, failing to meet the required deadline for a new hire orientation that will take place on June 15. The new employees require an orientation on company policy, manuals to learn the required policies, physicals, and drug screenings, and other issues that may arise as time whines down. On May 15, Carl was contacted by Monica and he assured her that everything was a go for that particular date and things were running as scheduled. After Memorial Day, Carl realized that the new trainees’ applications were not complete, their transcripts were not on file, and none of them had been sent for mandatory drug screening. Carl also found Joe from technology services reserved the training room for the whole month of June for computer training seminars, leaving Carl with nowhere for his orientation.
Key Problems
It is very clear that there is a lack of proper follow-up resulting in problems with drug screening and proper paperwork being filed, along with several issues with scheduling of assets and availability of training materials. Carl’s performance seems that he is not fully trained or inexperienced to complete the orientation of new employees with ABC, Inc. Before Carl started recruiting he did not have a plan in place for or after he met his goal of recruiting 15 new people for the