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Introduction
For recruiters, the onboarding and the orientation process can present some challenges overcoming which is an essential part of their job. The task of recruiters is not only about finding suitable candidates but also about having the employees prepared for the job and increasing their retention. There are several aspects that should be paid attention to while recruiting new hires and preparing their training and orientation for their new positions. The analysis of the case of Carl Robins, the new campus recruiter for ABC, Inc., revealed several problem areas. The present report outlines the lack of recruitment training as the main problem in the case, leading to the failure to grasp the steps needed for completing the application process and the lack of coordination with other departments in the company.
Background
The inefficiencies caused by undertrained recruiters cannot be overestimated. The errors caused by such recruiters surpass the costs of training and thus, should be paid attention to (Pritchard, 2007, p. 13). The role of recruiters in the hiring process is connected to the image of employers, supporting their reputation, and being better able to attract qualified applicants (Mathis, 2007, p. 201). The case outlined the importance of the processes that take place after the recruitment, namely, the paperwork, and the orientation. There are several steps that Carl should have performed after the hire, and the case clearly demonstrates that he simply did not have knowledge about those steps.
Key Problems
Carl did not check the paperwork required for applicants. The new hire documentation can add up to the work performed by the recruiter if he or she does not ensure their accuracy. The occurrence of a missed document afterward is only one of the consequences of the stress created by the paperwork to both recruiters and new employees.
Another important problem is the lack of coordination ion the post-recruitment processes. Carl relied on assumptions when planning the orientation program for the new hires. Knowing the employers and the employees does not necessarily mean that they are aware of each other, specifically the processes taking place in each department of the company (Innovative Employee Solutions, 2011). The lack of coordination between various departments in the case will lead to changing the orientation location, changing the schedule, and, possibly, incurring additional costs that might result from the use additional resources for such change of plans.
Finally, the last problem lies in the absence of training for recruiters by the company. The lack of training can be seen as the root cause of the other problems in the case. Orientation and onboarding are important processes in the hiring processes, the significance of which was clearly unknown to Carl. The lack of training can be distinguished by its long term impact on the company, considering the fact that the consequences of such mistake are not limited to those mentioned in the case.
Alternatives
The first solution is related to fixing the documentation problem. Carl will be able to make the documentation processes easier through sending all the necessary forms and documents as a single bundle to all new hires (Innovative Employee Solutions, 2011). Contacting the applicants as soon as the bundle is sent will ensure the urgency of the reply and will make sure they will have the forms filled out as soon as possible.
Another alternative can be seen through arranging a new orientation meeting and have the new employees filled out the documents on location. Carl might be able to meet the HR manager of the company and discuss the vacancy of the rooms in the company and their availability for training. Once the orientation is rescheduled, Carl will contact employees on the new schedule and location and inform them about the missing forms and documents that they should complete. Finally, the solution that can be proposed is to schedule training for the recruiters in the company, and have them learn all the important dos and donts that they should focus on.
Proposed Solution
The solution that can be proposed is to focus on training recruiters in the company. If borrowing medical terms, it can be stated that through implanting other alternatives that company is targeting symptoms of the disease rather than its root causes. Through training, Carl will learn about the main guidelines that he should focus on while hiring, including the forms they should complete, the tests they need to take, and the aspects he should check before the reporting to the employer. Accordingly, Carl will learn about the steps that should be taken prior to scheduling orientation training and how to coordinate the works with other departments sin the company. The training might incur additional costs for the company; however, those costs are justified through the money that can be saved from increasing the efficiency of the hiring process. The process of bringing a new employee into a client company is not only about sourcing and interviewing candidates (Innovative Employee Solutions, 2011). Making the onboarding process smooth and productive will deliver better results for both employees and employers.
References
Innovative Employee Solutions. (2011). Smooth Hiring: Dos and Donts for a Wrinkle-Free Onboarding Process. Innovative Employee Solutions. Web.
Mathis, R. L. (2007). Human resource management (12th ed.). Mason, OH: Thomson/South-western.
Pritchard, C. W. (2007). 101 strategies for recruiting success : where, when, and how to find the right people every time. New York: American Management Association.
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