Tanglewood Case 3 - Recruiting Mehtods

Topics: Employment, Recruitment, Costs Pages: 5 (1445 words) Published: March 21, 2010
Like many retailers, Tanglewood experiences a stable rate of turnover, and thus recruiting efforts remain high. The methods used by Tanglewood vary from many regions in which they serve, and by gauging these methods we are able to optimize and perhaps unify company operations. By reviewing the recruiting methods used by Tanglewood, we will be able to devise a guide that can be functional along with Tanglewood developing recruiting services which reflect Tanglewood’s unique personality. Please see the recruitment guide below. Recruitment Guide for Store Associates

Position: Store Associates
Reports to: Department Managers and/or Shift Leaders
Qualifications: All considered.
Relevant labor market: Pacific Northwest
Timeline: Continuous recruiting
Activities to undertake to source well-qualified candidates
Local and regional newspapers
Company website
Employee referrals
Employ a staffing/recruiting agency
Job Fairs
Staff members involved: V.P. Human Resources, HR Managers, Department Managers, and Shift Leaders Budget: $2,500 to 6,500
When discussing the best targets for recruitment, Tanglewood’s “best fit” are those who have significant KSAOs, applicants who strive on rewards or bonuses and applicants who may seem indisposed. Those applicants possessing significant KSAOs will be productive and they carry the possibility of promotions. Reward driven individuals will admire the packages offered by Tanglewood and they will be able to contribute their ideas which will promote a rewarding workplace. Those applicants who may be or seem indisposed will benefit from the task assignments while helping other members of the team; this will allow them to see that they are a key factor to a team environment. By using the recruiting methods above Tanglewood should have no problem filling store associate positions. Tanglewood can also use an open recruitment method where they can target other areas within the Pacific Northwest by using selected media forms. If Tanglewood selects the target groups listed and can market to specific audiences within specific demographics, this can broaden the selection pool. By using employee referrals, Tanglewood is offering a bonus of $100 to store employees when one of their referrals is hired. Staffing/Recruiting agencies can be an effective way to target recruitment, since the process of background checks, abilities and skills have already been established. If the applicant needs to be trained in specific skills, the agency can accommodate this which can lessen the training time once the applicant becomes employed. The only downside to using agencies for many is the associated cost. Job fairs can bring many applicants into the selection pool, and since Tanglewood is a retail chain, they will have a larger number of applicants with whom they may feel will be suitable for the open positions. If Tanglewood would post openings on their company website, they will attract a diverse pool of applicants. Many people today use the internet as a tool for job searches, it is convenient for many and it gives the possible applicant a chance to view what the store is about, including a brief history.

Recruiting Yield Data:
Western Washington (Region 1)
Media Referrals Kiosks Job Services
Total Cost in dollars
Cost per hire in dollars

Eastern Washington (Region 2)
Total Cost in dollars
Cost per hire in dollars

Northern Oregon (Region 3)
Media KiosksAgency
Total Cost in dollars
Cost per hire in dollars
Southern Oregon (Region 4)
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