ABC, Inc.: New Hiring Process

This case analysis paper; will discuss the issues found in the recruiting process made by Carl Robins for the new hire class. Due to the lack of training given to Carl when he started, he was unable to complete his job successfully.

Background

It is very clear that Carl Robbins should sit down with his leaders at ABC, Inc. to work toward improvement of the company’s hiring and training processes. Carl was not provided the tools needed to be successful in his recruiting efforts. Monica, the Operations Supervisor knew Carl was new to the recruiting process; she did not assist him with his responsibilities, which resulted in t delay of new hire start dates. Carl reached out to the training room coordinator only to learn that it was reserved

The necessary tools that he would of needed in order to properly do his job would have been: shared calendar with the training room, a list of all required forms and testing to be completed by each new hire, and a daily overview of what will be discussed in training. The management team should have provided him with the plan on what happens on a daily basis in training. Conditional employment offers should have been made only after applications had been received and dependent upon a negative drug test. Monica contacted him about training schedules, orientation, manuals, policy booklets, physicals, drug tests and other issues. If a new hire’s drug test had not been completed by a predetermined date, Carl should have called to remind the candidate of his or her deadline in order to secure employment. Everything that is needed for the employee to start on June 15th should have been completed by no later than June 5th. This would have assisted him to provide exceptional service to Monica and the new hire class. In providing all the necessities needed for the new hire class this would have created a consistent new hire training class module about the daily task to

Carl should have informed Monica that the new hires would not be ready in July. This choice would solve the problem pushing back the date the new hires need to be ready, but this would interrupt Monica’s production goals. Another solution he should have contacted the hires to ask for missing transcripts and applications to be turned in as soon as possible. Ensuring that the applicants understand that there are deadlines that are built in to backup due date for unexpected problems. Training manuals were short by 12, Carl needs to make arrangements with staffing to gather extra manual for Carl as an instructors copy. Carl seems to be unaware of the working knowledge with the company policies and procedures; he would need to be aware of the training material prior to the new hire class. Carl should have reached out to the schedulers about drug screening d to be completed, candidates who have a positive drug testing they will not be considered for the position. Delaying the hiring of new employees may affect the retention rate if the candidates will be willing to wait to start the position. Since Carl waited to reserve a training room for his new hires, he was notified that he would need to schedule other room or space that is available for training. Human Resource Management would have given Carl the functions needed to help with his