Tanglewood Case

Tanglewood's recruiting methods are different and diverse in each of their regions, and by assessing these methods there are chances of improving and additionally uniting the operations of this company. Some improvements come from creating ztarget demographics, some come from looking into the methods of recruitment, and some come by addressing issues brought forth by those already with the company. By evaluating Tanglewood's recruiting methods and creating a guide for it to adhere by, this company can develop a recruiting service that matches their unique company culture.

1. Recruitment Guide

Recruitment Guide for Store Associates

Position: Store Associate

Reports to: Shift leaders, Department Managers

Qualifications: N/A

Relevant Labor Market: Regional Pacific Coast, more specifically Washington and Oregon

Timeline: N/A (continuous recruiting effort)

Activities to undertake to source well-qualified candidates:

Regional newspaper, radio, and television advertising

Use of employee referrals

Installations of computerized kiosks in each store

Employing state job services

Employing a staffing agency (StoreStaff)

Staff members involved:

V.P. Human Resources

Staffing Services Director

HR Recruiting Manager

HR Selection Manager

Potential peers

Budget:

$2,000 - $6,000

2. Best Targets for Recruitment

Tanglewood's bested targets for recruitment are reward seekers, reluctant applicants, and "key KSAO shortages. These targets were chosen based on the job and

Tanglewood's organizational context. Reward seekers fit the job and organizational context because of Tanglewood's system of rewarding employees financial bonuses for the company's use of any of their contributed ideas for a smoother running workplace, as well as the profit-sharing available to each employee. Key KSAO shortages are also a great target for Tanglewood because although the individual may be targeted as managerial material, through their individual suggestions that prove to contribute and be productive allows any store associate to be promoted within the company, which is a way of preserving the company's culture and values. Reluctant applicants are another ideal target group for Tanglewood, because these applicants will be interested in fluctuating tasks, since there are no "customer contact" or "display employees", and also because each employee is to be available to help another employee, which in turn allows the reluctant applicant to see that they also will be part of a company that emphasizes team work.

The media recruiting method can be either an open or targeted recruitment depending upon whether the company decides to diversify their media outlets on a variety of application populations, or whether they decide to select a specific group to focus on. The open recruitment strategy would consist of advertising the position to many demographics in different and multiple forms of media. It would be a targeted form of recruitment if Tanglewood selected the

target groups listed above, for example, and only advertised to their specific audience demographics. The targeted applicants could be any of the depending on which targeted audience demographic that the company chooses to appeal to since "applicants react positively to ads that reflect their demographic group" (Heneman, 2009, pg. 219).

Employee referral is another method Tanglewood uses for recruitment. Employee referral is an open source of recruitment since any peer of an employee can be referred to the company. Also, since there is a $100 bonus for employee to refer a hired employee, the employees may give referrals of a variety of peers with the incentive of receiving the money.

The use of the kiosk is also an open form of recruitment. The kiosk allows any person that comes to the Tanglewood stores become an applicant.

State job service is a targeted recruitment method since the job service is provided with job qualification requirements given by the employer, so only qualified applicants are considered to begin with. The job service also screens and recommends specific applicants, which targets individuals for the job rather than allowing a larger range of demographics to be recommended to the employer. The job service targets key KSAO shortages since it consists of people with specialized skills. It also targets former military personnel, because they also have key competencies that are part of the job qualifications. It would also target former employees

since this group had "good track records while they were employees" which also fits for the job service recommendations (Heneman, 2009, pg. 214).

Staffing agencies are more open when recruiting applicants, because the staffing agency can train any individual from any target group to do the specific jobs they will be hired to do.

3. Data Tables and Summary

Western Washington (Region 1)

Media Referrals Kiosks Job Services

Applicants 1430 3362 3114 4236

Hired 204 1048 652 378

Total cost $719,280.00 $2,606,240.00 $2,413,574.00 $712,720.00

Cost per hire $3,525.88 $2,486.87 $3,701.80 1885.50

Eastern Washington (Region 2)

Media Referrals Kiosks

Applicants 4592 4046 2776

Hired 676 1016 444

Total cost $1,799,200.00 $2,565,760.00 $1,982,936.00

Cost per hire $2,661.54 $2,525.35 $4,466.07

Northern Oregon (Region 3)

Media Kiosks Agency

Applicants 2686 3896 1290

Hired 364 696 490