Comm 215: Case Study

I am a little confused on who is the troublesome member between Marmalade and Latasha. Marmalade has less experience and not as qualified as the other members. He does not even make his own choice or opinion (the pastor planed for him because he thought it would do Marmalade some good).

Carlyle needs to do a work analysis in order to determine what the skills and qualifications they would need to right candidate to have. This would help them create the appropriate job description and job specifications for the position (Bernardin & Russell, 2013). This would include want tasks and goals will the recruiter have to adhere to, what skills will the candidate need to possess such as computer or special software knowledge, educational and certification requirements, and what type of behaviors should the right candidate have. Carlyle can also observe other recruiters doing their daily functions at another organization or another part or the organization. After completing the work analysis she would know the goal and objective

Self-correction is built into the recruitment process. Headhunters become highly intuitive. They ask questions all day long and those who learn to listen carefully develop the ability to ask the right question at the best time. Their minds become nimble and responses lazor sharp. Expect to strike out some days. Every phone call brings challenges. Recruiters become tough. They reject candidates and employers who are uncooperative or unmotivated to do what's

As in my experience, the recruiters lacked multiple competencies. They were incompetent concerning evaluation, laws, communication as well as employee relations. HR professionals are required to have current knowledge about HR management as well as specific HR activities. Professional certification has grown in importance as it establishes proficiency and credibility as an HR professional. There are numerous HR certifications available including, HRCI certification Professional in Human Resources (PHR), Human Resources Business Professional (HRBP), Senior Professional in Human Resources (SPHR) along with much more. These certifications expire, requiring a recertification process which assures that professional possess the necessary current knowledge to successfully perform their

school, she worked as an analyst for a private foundation. Martin planned to focus her career on

This is a case study analysis of the hiring process conducted by new recruiter Carl Robins. The ABC Inc employee encountered several problems while attempting to complete the hiring process of 15 new employees. Problems include poor time management, lack of attention to detail, and poor communication. Improvements to be made are weekly meetings between key office personnel and implementing a training program for all employees regardless of position.

Richardson defined recruitment as “the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests” (2010, p.3). Project General hospital employs several recruitment strategies in recruiting potential employees. These recruitment strategies include posting vacancies, internal and external recruitment, recruiting firms and employment agencies, Internet and online recruiting, e-Recruiting, College recruiting, career planning workshop and job fairs. We will also examine some

In the case of ABC Inc. and their new campus recruiter, Carl Robbins, it’s very clear that ABC Inc. needs to improve their current hiring process and training orientation procedures. He was not given the proper tools to help guarantee a smooth and successful first recruitment effort. The follow up by his supervisor, Monica Carrols, was inadequate or did not take place at all. If Ms. Carrols had been checking on Carl’s progress on a consistent basis then the hiring debacle could have been avoided in the first place. The person tasked with maintaining the training room schedule is also very ill equipped to do their job. When Carl learns that the training room is double-booked for the month of June, it is

n this case study analysis of Carl Robins a number of problems related with the recruiting process transpired. To obtain a clear understanding of what went wrong and the best way to solve these problems, a case study analysis is the most effective method to identify and recommend ways to improve this process for recruiting new trainees for ABC, Inc. Carl’s mishaps were caused by a lack of organization, planning, and scheduling, and there is a good chance the training will not be able to happen as currently scheduled. Furthermore, ABC Inc., made the incorrect assessment by appointing Carl Robins to the job of enlisting new hires. Carl had this position for only six months and was put on his own. He should have known that he needed to put more preparation and on-the-job training into this job. A recruiter is accountable for the course of action of hiring, induction, medical screenings, and record filing to complete the hiring in many companies. With two to three weeks until orientation is to start, Carl has too much going on.

First, the organization realized that its recruiting process faced organizational challenges, including “a decentralized staffing process, inconsistent interview practices, and variable candidate quality from a small number of colleges” (Goldsmith et al., 2009, para. 6). Whereas a decentralized staffing approach can work well to address local opportunities and needs, it also can lead to inconsistencies in recruiting practices. Moreover, decentralized approaches to recruiting are harder to track and measure staffing performance. Therefore, Kelly OCG launched a centralized staffing approach. The centralized staffing approach included “a customized candidate application website and standardized, more thorough screening methods to enhance candidate quality and service level” (Goldsmith, 2009, para. 8). According to Stewart and Brown (2012), “a primary benefit of centralized procedures is cost savings” (p. 172). In fact, the centralized process decreased GE’s staffing cost by 54 percent (Goldsmith, 2009). Moreover, the standardized staffing process made it easier for GE to manage and measure

When accepting the position of a Campus Recruiter for ABC, Inc., there were specific tasks and expectations that go along with the job title. The specific tasks were explained however, due to the improper planning and poor execution, the individual failed to deliver what was outlined in the job title. This paper will explain the failures due to improper planning, lack of experience and poor time management skills. Furthermore, areas that will be outlined from this case study will include various detailed causes as well as; different solutions to strengthen the recruiting department and prevent any further weaknesses.

This report reviews the possible outcomes and implications of work conflict which is a product of miscommunication and mismanagement. The following case study discusses the particular problem of Carl Robins, a campus recruiter for ABC, Inc. The situation that Robins currently faces is the task of preparing for and scheduling training for 15 new hires. Training preparation requires coordination and organizing across multiple departments. Of particular note, this case study makes recommendations for changes in both the conduct of the recruiter and his supervisor, Monica Carrolls. Robins failed to carry out his specific job duties, however, the extent and adequacy of his preparation for this role is not clear. Indeed, Robins would have benefitted from the assistance of a more involved supervisor, specific deadlines which needed to be met along the way, and a clear understanding of the pitfalls to avoid when setting up a training.

Disclaimer: This article is not going to be serious, but after you finish reading it, you will understand why recruiters are paranoid beings, why we sometimes act strange, and you will find out why it’s not our fault. And if you are recruiter reading this article, do not take this article personally. It’s all in good fun. :)

When companies come across top talent with the kinds of knowledge, skills and abilities that might be a good fit for future positions or align with a respective employer’s recurring recruiting needs, ATS’s do a poor job, however, of enabling recruiters to actually manage, nurture and engage with any candidates in their databases who might be right, just not “right now. It is for this reason alone that companies will continue to move towards a tool called a CRM, or candidate relationship management tool, which has traditionally made a home in sales and marketing organizations. As CRM technologies become more prolific in talent acquisition, a new role in recruiting has emerged that has transformed traditional recruiters and sourcing groups into

The HR managers need to undertake all the responsibilities in relation to the organizations goals-whether that’s recruitment, termination, appraisals, training or development of the policy. In Human resource planning, it is always vital to remember to match the future requirements with the supply of labor today so as to provide appropriate training and development. “Charged with finding and attracting the best employees to an organization, recruiting has extraordinary potential to infuse an organization with talented and passionate employees (Vallerand & Houlfort, 2003)”. “Recruiting research focuses on what types of recruiting messages and what recruiting sources will attract high quality applicants (Barber, 1998)”. However, a candidate who is interested in the job would read the message in a different way like the duties, tasks and the goals of the company as compared to those who would look at the message just to pay their bills. The recruiters should scan through the employees in various way in order to pick the right candidate whose skill sets match the demand of the job rather than the most appealing personality traits (for example, fun-loving).