ABC, Inc. Case Study Analysis

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8 April 2016

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Carl Robins, a junior recruiter for ABC, Inc, with only a limited amount of experience, commendably retained 15 new employees in April. The newer employees were hired to work for Monica Carrolls, the Operations Supervisor. Carl Robins set up new recruit’s orientation to begin 06- 15 with the objective of having the new employees working by July. On 15 of May. Monica Carrolls called Carl about fixing several issues for the new employees, such as policies, drug tests, and manuals. He stated to Monica that everything would be in place and it would all be completed by the deadline. When Carl started reviewing June, the new employee file, He found numerous of issues. Some applications were unfinished, drug screenings were not done, and orientation manuals were not completed and missing pages, while the room for training had been held in reserve for technology services. Issues

When Carl’s had his first recruitment training, he encountered many difficulties that need to be brought to the senior recruiters to resolve these issues. Incomplete employee applications
Mandatory drug screening was not arranged
Employee transcripts were not on file
Inadequate orientation manuals
Shortage of orientation manuals,
Resource scheduling conflicts.
Carl has to address the issues at hand in order to have the new recruit’s working by July, so he must move expeditiously. He must move swiftly in order to inform the new employees and make it stat that they finish their employment applications and confirm his or her transcripts on file. Subsequently, Carl has to arrange appointments through the clinic for all the new recruits for the obligatory drug screen and have the results sent over right away. At this point, Carl must evaluate the orientation manuals to its entirety and make sure there are a substantial amount of copies for all the recent recruits. Carl has to harmonize with technology services to come up with a solution to share the training room. If that is not feasible, Carl must find another fitting location for the new hire training class.

These issues seem like simple problems with quick and easy solutions, but clearly show problems with the current hiring process that need to be addressed to keep similar issues from arising in the future.

An entry level recruiter should work directly with more experienced recruiters during the first recruitment process. Skill, putting forth the effort, and practicing will go a long way in overcoming these types of issues. ABC, Inc must develop a helpful to do list or procedure to follow for hiring new employees. It must be explained to the employee and the recruiter exactly what must be completed before and after the hiring process. The checklist should cover not only hiring procedures, but also in-processing and merging into the company. ABC, Inc also needs to develop a training center; with company policies, orientation manuals, and other training materials should be complete and readily available at all times. In the intent of saving money and breathing space, it is suggested that at least one physical copy of each reference should be available, while digital copies are kept on file and can be easily apprehended when necessary. Company management solution should be established to prevent spare reservations for the same resources. This can be a simple database or reservation system that is easily accessible by all employees who will be responsible for scheduling resources. Findings/ Considerations

ABC, Inc’s efforts to hire new employees, handling and attempting to solve these problems could raise more problems. Foremost, easy solutions could entail a significant financial investment to get the new employees hired on time. For instance, the clinic may charge extra for last minute drug screens or for expediting the results. If the orientation manuals cannot be reproduced internally or the training cannot be conducted on company property, the cost of out-sourcing would be much higher than normal. Proper implementation of the long-term solutions may also incur some initial expense; however the increased efficiency will be a great benefit to ABC, Inc in the long run. It is also important to note that an inefficient and complicated hiring process may eventually detract from the company’s image and ability to attract worthy employees Conclusion

As stated previously, this was a relatively easy problem to fix, however it exposed deeper issues and could present a significant expense to ABC, Inc to resolve all the problems in time to meet the July goal. It is recommended that Carl Robins and ABC, Inc take the initiative to implement all of the short and long-term goals. In doing so ABC, Inc will insure that this problem will be eliminated in the future.

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