Tanglewood Case 3 Analysis
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Case Three
Tanglewoods recruiting methods are different and diverse in each of their regions. By evaluating their methods there are probabilities of improving the operations of this company. Some improvements may come from constructing target demographics, and examining into the methods of recruitment and by tackling issues brought up by existing employees. By evaluation Tanglewoods recruiting methods and creating a guide for it to follow, they can develop a
recruiting service that matches their culture.
Recruitment Guide
Recruitment Guide for Store Associates
Position: Store Associate
Reports to: Shift leaders, Department Managers
Labor Market: Regional Pacific Coast
Timeline: Continuous
Regional newspaper, radio, and television advertising, use of employee referrals,
Employing state job services, employing a staffing agency
Staff members involved:
V.P. Human Resources
Staffing Services Director
HR Recruiting Manager
HR Selection Manager
Potential peers
Budget: $2,000 – $6,000
Best Targets for Recruitment
Tanglewoods overwhelmed targets for recruitment are reward seekers, reluctant applicants, and key KSAO shortages based on the job and organizational context. Reward seekers fit the job and organizational context because of their system of rewarding employees bonuses for the companys use of any of their ideas for a better running workplace, as well as the profit-sharing. Key KSAO shortages are also a great objective for Tanglewood because although the individual may be viewed as managerial material, through their suggestions that prove to work and show value allows any store associate to be promoted within the company. This is a way of preserving the companys culture and values. Reluctant applicants are another perfect target group for them, because these applicants will be interested in variable tasks, given that there are no customer contact, and because each employee is to be available to help each other, which in turn allows the reluctant applicant to see that they also will be part of team.
The media recruiting method can be either an open or targeted recruitment depending on whether the company decides to diversify their media channels on a variety of populations, or decide to select a specific group to target. The open recruitment strategy would consist of advertising to many areas in different types of media.
Employee referral is another method used for recruitment. Employee referral is an open source of recruitment since any employee can refer someone within the company and receive a $100 bonus; the employees may give referrals of an existing employee 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 to apply.
State job service is a optional recruitment method since the job service is provided with job qualification requirements agreed by the employer, so only qualified applicants are considered. The job service also screens and recommends specific applicants. The job service looks at key KSAO shortages since it consists of people with specialized skills. It also looks at former military personnel, because they are known to have key competencies that are part of the job qualifications. It would also target former employees since they have knowledge of the company and its culture.
Staffing agencies are more open when recruiting applicants, because the staffing agency can train any individual from any group type to do a specific job they will be hired for.
Data Tables and Summary
Western Washington (Region 1)
Media
Referrals
Kiosks
Job Services
Totals
Applicants:
1,430
3,362
3,114
4,236
12,142
Hired:
1,048
3,652
2,282
Total cost:
$719,280
$2,606,240
$2,413,574
$712,720
$6,451,814
Cost per hire:
$3,526
$2,487
$3,702
$1,886
$11,601
Eastern Washington (Region 2)
Media
Referrals
Kiosks
Totals
Applicants:
4,592
4,046
2,776
11,414
Hired:
2,136
Total cost:
$1,799,200
$2,565,760
$1,982,936
$6,347,896
Cost per hire:
$2,662
$2,525
$4,466
$9,653
Northern Oregon (Region 3)
Media
Kiosks
Agencies
Totals
Applicants:
2,686
3,896
1,290
7,872
Hired:
1,550
Total cost:
$1,022,720
$2,246,696
$1,451,400
$4,720,816
Cost per hire:
$2,810
$3,228
$2,962
$9,000
Southern Oregon (Region 4)
Referrals
Kiosks
Agencies
Totals
Applicants:
1,384
2,280
1,143
4,807
Hired:
1,134
Total cost:
$1,054,880
$1,409,600
$1,245,120
$3,709,600
Cost per hire:
$2,664
$4,074
$3,176
$9,914
Each region uses different forms of recruitment that yield different numbers of applicants and hires, as well as different total costs and the costs per hire. By totaling the number of applications, the hired applicants, the total costs, and the costs per hire in each region, it is easier to see which region is receiving the most and the least applications and hires along with who is spending the most and least on total costs and costs per hire.
Region 1 is obvious that Region1 is receiving the biggest amount of applicants and hired applicants. It is also spending the