Hrmg 5800: Staffing & Selection - Tanglewood Case - Recruiting

September 15, 2015

Melissa A Rorie

HRMG 5800: Staffing & Selection

Professor Preston

CASE THREE: RECRUITING

Tanglewood has had a substantial amount of turnover each year due to not having a centralized recruiting method for the organization. Employees that are hired usually begin as sales associates, however within six to twelve months there is a 50% turnover. The case study mentions six methods of recruiting that Tanglewood uses, they are as follows:  media-based strategy, applicant initiated, referrals, kiosk, state job services, and staffing agencies. Each location uses three of the six methods, but none of them use the same method. However, when recruiting, each location is encouraged to attract a cultural and diverse group of applicants.

The Western Washington Region I was the first Tanglewood location and has been split into two regions. This region has twenty-five stores and is the largest and most profitable location. Their primary recruiting methods are employee referrals where employees receive a bonus when they refer a potential candidate. The second method is using job services and the kiosk method. Based on the Appendix B: Recruiting Yield Data, it appears that employee referrals has been most successful for this region. With the referral method, they have had the highest qualification rate of 47%, they had the highest hiring rate of 31%, a six month retention rate of 80%, and a 69% retention rate for one year. Even though the total cost was more than any other, this was their strongest method of recruiting because it was their primary source of recruiting employees and this was the least of employee turnover they experienced with one year. The job service also had a good percentage for their retention of 82% with a six month period and 75% retention rate with a one year period. I would considered this as there second method of recruiting.

The Eastern Washington Region II has a total if twenty-five store locations. They use the same recruiting methods as Region I in exception of the job service methods, this method was not beneficial; therefore, they use the traditional media advertising strategy. In this area, it reveals that employee referral was their best method of hiring even though the total cost was a substantial amount and the next method was kiosk. The employee referrals was in the 44% and had a 26% hiring rate that was much higher than the applicant initiated method and kiosk method. The employee referral had an 88% six month retention rate and over a year’s time at 72% retention. With the kiosk method trailing behind there was a 42% qualification rate and a low hiring rate of 16%. The kiosk method did really well in maintaining a good retention rate of 79% within six months, and 65% in one year. I believe the employee referrals will work well in both Western Regions if they could encourage employees to refer candidates that are qualified to perform the job.