Tanglewood 3
Tanglewood Case Study 3: Recruiting
1. Recruitment Guide for Store Associates
Position: Store Associate
Reports to: Shift Leaders, Department Managers, Store Manager, and Regional Manager
Qualifications: All are welcome to apply
*Having a basic knowledge of retail and customer service principles is a plus
Relevant labor market: Washington and Oregon
Timeline: None- continuous recruiting
Activities to undertake to source well-qualified candidates:
Local newspapers, radio, television
Post job opening on company website
Employ a staffing agency
Make positions available at state job services
Request employee referrals
Staff members involved:
HR Recruiting Manager
Regional Manager
Department Managers
Shift Leaders
Budget: $2,000-$6,000
2. Open vs. Targeted Recruiting for Tanglewood
With an open recruitment approach, companies do not segment the labor market on the basis of KSAOs. Organizations cast a wide net to identify potential applicants for specific job openings. A targeted recruitment approach however identifies segments in the labor market where qualified candidates are likely to be (Heneman & Judge, p. 214 2009). They find applicants with specific characteristics.
In any organization it is crucial to make the correct choice between open and targeted recruitment because it dictates recruiting methods and sources. I believe that Tanglewood would definitely have an open recruitment approach. Their qualifications are broad and allow anyone to apply for an opening. The media can be considered an open recruitment because it is received by a large amount of people and allows any applicant to apply. The kiosks would also be because it is not segmenting the candidates in any way. Having a targeted recruitment would not be a good choice because Tanglewood is not specific in what they are looking for. By having an open form of recruitment it allows for a larger pool of applicants and could bring more diversity into the workplace. Another positive
1. Recruitment Guide for Store Associates
Position: Store Associate
Reports to: Shift Leaders, Department Managers, Store Manager, and Regional Manager
Qualifications: All are welcome to apply
*Having a basic knowledge of retail and customer service principles is a plus
Relevant labor market: Washington and Oregon
Timeline: None- continuous recruiting
Activities to undertake to source well-qualified candidates:
Local newspapers, radio, television
Post job opening on company website
Employ a staffing agency
Make positions available at state job services
Request employee referrals
Staff members involved:
HR Recruiting Manager
Regional Manager
Department Managers
Shift Leaders
Budget: $2,000-$6,000
2. Open vs. Targeted Recruiting for Tanglewood
With an open recruitment approach, companies do not segment the labor market on the basis of KSAOs. Organizations cast a wide net to identify potential applicants for specific job openings. A targeted recruitment approach however identifies segments in the labor market where qualified candidates are likely to be (Heneman & Judge, p. 214 2009). They find applicants with specific characteristics.
In any organization it is crucial to make the correct choice between open and targeted recruitment because it dictates recruiting methods and sources. I believe that Tanglewood would definitely have an open recruitment approach. Their qualifications are broad and allow anyone to apply for an opening. The media can be considered an open recruitment because it is received by a large amount of people and allows any applicant to apply. The kiosks would also be because it is not segmenting the candidates in any way. Having a targeted recruitment would not be a good choice because Tanglewood is not specific in what they are looking for. By having an open form of recruitment it allows for a larger pool of applicants and could bring more diversity into the workplace. Another positive