Tanglewood Case 3

Topics: Recruitment, Employment, Employment agency Pages: 6 (1637 words) Published: May 11, 2014

1. Start by developing a recruitment guide like that shown in Exhibit 5.3 in the textbook. Note that the current situation differs from the example provided in the book because there is no specific timeline for hiring; this is a continuous recruiting effort because even as positions are being filled, new positions are becoming available. It is also different because Tanglewood does not have a specific list of minimal educational requirements as qualifications. Position: Store job associate

Reports to: Department mangers
Qualification: individuals who have some retail experience, college students. Relevant labor market: Washington and Oregon Pacific Northwest Timeline: Continuous
Activities to undertake to source well-qualified candidates: Regional newspaper advertising
Request company referrals
Contact kiosks and staff agencies and service-job agencies
Staff members involved:
Corporate HR recruiting manager Store manager
Around $10000 for each region

2. Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted,” whom do you think they target? Media is an open source of recruiting as it does not target one specific group or have any specific KSOA’s associated with it. The advertisement whether television, radio, internet, or newspaper is an attention getter for whoever hears or sees it. Referrals can be considered open and targeted. Employees will often refer their friends who have no retail experience to just get the $100 dollar hiring bonus. However, some employees will find employees who they believe will match the necessary skills and cultural attitude of the store. I believe this could be considered open and targeted for this reason. Kiosk would be considered an open anyone and everyone can apply at the kiosk. The short videos they watch are not targeted at potential employees, but do let them know what the job expectations and company culture are all about. State Job Services I would consider being a targeted recruitment process. They do have a prescreening with a set of qualifications that company is looking for thus making it targeted. Staffing agency this is most certainly a targeted process. The agency is given a set of desired qualifications that is needed to fill the position however vague it may be. These can be employment discouraged, passive job seekers, or trailing spouses. 3. For each division use the data tables provided in Appendix B to estimate how each method fares in terms of yields and costs. Provide a one-page summary of the essential results of the various data tables you have been provided. Western Washington has a total cost of $1,211,080.00 for media cost and the results are 1400 applicants, 536 candidates, 204 hired, 124 six month retention, and 92 one year retention. Referrals total cost is $3,391,680.00 and has 3362 applicants, 1564 candidates, 1026 hired, 819 six month retention, and 703 one year retention. Kiosk applicants total cost is $2,864,448.00 and applicants are 2963, 1315 candidates, 652 hired, 502 six month retention, 358 one year retention. Job services applicants total cost $1.712, 720.00. The number total of applicants are 4236 applicants, 1598 candidates, 378 hired, 310 six month retention, and 284 one year retention. The total result with the amount of money spent I would recommend using referrals as cot per hire, cost per six month survival, and cost of one year survival is lower than the other three by a significant amount meaning the long range will benefit the company more than the short range. Eastern Washington’s has a total cost for media $2,277,535.00 with a total number of applicants being 4629, candidates 1608, 6 month retention 446, and 1 year retention 307. Referrals has a...
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