Carl Robbins Case
Essay Preview: Carl Robbins Case
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When one is hired for a position, you have to determine what qualifies this person to be hired. Ask yourself whether or not experience is needed for the job that you are hiring for. Once the person is hired for a position and you notice that their obligations are not being fulfilled, what should one do about that? The problems that were created in this case stems from the questions just stated. Lack of experience, procrastination, and neglect are to blame for the predicament Carl Robbins placed the company in.
As a recruiter, Carl Robbins failed to follow through on a lot his tasks. Taft Turner, an ex-military recruiter, stated, “It is a recruiters job to stay on top of his recruits. You have to keep them[the recruits] interested and do constant follow-ups to ensure everything is moving along smoothly.”(Turner, 2013). Not once was it mentioned that Carl did a follow up on any of the fifteen recruits. This would explain why some of the new hires did not have applications completed or their transcripts on file, and the fact that not one of them had been sent for their mandatory drug screening. “Develop and Manage strong consultative relationships with hiring managers and candidates.”(Prachi, 2007). If Carl would have maintained a strong relationship with his candidates/recruits, then there would not have been an issue with the recruits applications, transcripts, or with the mandatory dug screenings not being completed.
Another issue was the booking of the training room. The issue of two people booking the same room was overlooked. That simple mistake caused one of the major issues in the case. As for the orientation manuals, it was also Carls duty to create them. “Duties may include conducting prescreening interviews, writing rejection letters, preparing offer packages, and preparing new employee orientation packages.”(Recruiter job description, 2011). If he created the manuals, it should not be too much of a hassle to get his hands on a replacement copy of the manual. These two issues show a tremendous amount of neglect.
Also, Monica Carrolls was aware of some of the timing issues. As the director of operations, some of her duties includes: reviewing individual employee performance, preparing individual assessment reports, maintaining activity logs, monitoring productivity, and preparing reports for management.(WiseGeek, 2012). She could have intervened when she was concerned about Robbins completing his job in a timely matter. Mr. Robbins was a new employee and this was also his first time recruiting. With this being known, it was probably too big of a task for someone with no experience. If Monica Carrolls was monitoring Carls productivity and keeping up with activity logs, it would have been clear there was some procrastinating taking place. To ensure that Carls tasks were completed on time, Monica could have set up deadlines throughout those few months to ensure progress was being made. She could have also followed up with Carl more frequently. Checking in with him one time is not enough to ensure that the job was getting done.
The key problems in the case begin with not hiring someone competent enough to do the job at hand. Carl Robbins had no experience in recruiting. He procrastinated in getting things done and neglected important details Next problem is that Monica Carrolls did not take enough action when she realized that