Based on the case, Tanglewood is in need of entry level positions due to the turnover rate the company experiences. Tanglewood utilizes various methods within different regions, but the company would like to have a more centralized system. Two types of recruitment (Open Recruiting versus Targeted Recruiting): Open recruiting allows the company to have a large selection of applicants. Using this method allows the company to offer equal opportunities for all job applicants applying for open positions. The disadvantage of open recruiting is that it may not have desired results since anyone can apply for a position within the company. It also is time consuming since the company will receive a large number of applications and hiring managers/ human resource personnel will need to review all the information to find the most qualified applicants to contact for the interview process. With the targeted recruiting, it allows the company to focus on the more qualified applicant.
This type of recruiting is valuable when looking for candidates with specific KSAOs. Tangle wood should focus on utilizing a target recruiting method when filling higher position within the company and open recruiting when filling lower level position since they can provide training for the employees to become skilled. Using the targeted recruiting method for higher level position will assist Tanglewood with developing a strong team of management. These applicants that have KSAOs for their position will be more motivated, able to contribute ideas for the company due to the education and experiences, and more than likely can become long term employees. Present Recruiting Methods for Regions
Although I had always thought that I could never be discriminated for any reason, two years ago I felt discriminated. One Friday, while working in a large corporation in the administrative department, the president of the corporation organized a meeting for the administrative and accounting departments. The president of the company mentioned that the accounting department was opening a new ...
In Eastern Washington the region has three methods of recruiting. This area has higher costs associated with media and kiosk recruiting with lower overall retention in those methods. Instead of using job services they rely heavily on more traditional media advertising to control overall costs and retention rates. The Western region (where the first store was established) of Washington is the only area presently using four methods of recruiting. The main method of use is employee referrals, but the higher costs associated with media and kiosk recruiting is not adding value to the organization. In fact, in this region higher retention levels and lower costs are reported for referrals and job service recruiting.
Northern Oregon is the only region not utilizing referrals for recruiting. This region uses media and kiosk recruiting with similar costs and retention rates to the Washington territories.The main method is media and in-store kiosks. Northern Oregon also proposed that the company use only kiosk, but based on the companys data this does not seem feasible for the company.
Southern Oregon applies three methods of recruiting in their region.Its main method of recruiting is a combination of staffing agencies, referrals, and kiosk advertising. However, there are higher costs and lower retention rates with kiosk recruiting.
Tanglewood focus is customer service. In order for the company to maintain/ improve their customer service, they must hire the right candidate that has a â€œcultural fitâ€ with the company. Tanglewood could continue to use an employment agency since data suggests the company is able to hire qualified applicants at a more reasonable cost and retain the employee for a longer period of time which will reduce our overall hiring expenses through a agency. My suggestion is that, Tanglewood create a listing of key components of the companys culture to be used by the employment.
COST Company tried their best to grasp the sophisticated technology, thus the COST Company used highly to training the professionals, like the geologists, geophysicists, and the engineers. The COST Company also trained the skilled and semiskilled labor that run the company’s field operations. On the other hand the professional labor and the skilled labor, the two groups always occurs the clashed. ...
Tanglewoods past recruitment practices had mixed results. Upon review of these methods and taking into consideration the management focus group it is recommended that the company utilize a different approach. Based on the data, the lowest costs and turnover rates were found with the referral and agency based recruiting methods. With the newly revised plan, it allows the organization to track the expenses and employee turnover. To achieve overall success in Tanglewood, it is essential that the company focus on a better quality of employee all while reducing the cost of recruiting. Recruitment Guide for Store Associate
Heneman, H. G., & Judge, T. (2009).Staffing organizations 6th ed. Middleton,
WI: Mendota House. Kammeyer-Mueller, J. (2009).
Appendix B: recruiting yield data. Tanglewood Casebook (pp. 71-74).
Gainesville: Mendota House Kammeyer-Mueller, J. (2009).
Case three: recruiting. Tanglewood Casebook (pp. 24-31).
Gainesville: Mendota House