Tanglewood Case-3
Case Description/Introduction
Tanglewood has organizational plans to staff open store associate positions on an ongoing, continuous basis. The first stage staffing plans must take into consideration is recruiting from the labor market. Tanglewood management team must clearly consider the different methods available as well as the associated cost benefits of each. This case study will provide Tanglewood with a recruitment guide for its open store associate position, describe the best targets for its recruitment, estimate the yields and costs of each method, and finally offer proposed recruiting messages. The organizational date provided was used to determine what Tanglewood’s best method for recruiting are.
Recruitment Guide for Tanglewood Store Associate
Position: Store Associate
Reports to: Director of Retail
Qualifications: High School Diploma; Some college preferred; 6 months experience in retail; strong interpersonal skills.
Relevant labor market: Washington and Oregon
Timeline: Continuous
Activities to undertake to source well-qualified candidates:
Regional print, radio, and television advertising
Request employee referrals
Administer and facilitate kiosk-recruiting operations
Coordinate state job services
Contact staffing agency
Staff members involved:
HR Recruiting Manager
Director
Store Managers
V.P. Human Resources
Potential peers and direct reports
Budget: $2,500-$4,500 per hire
Targets
Considering the open Store Associate position and the organizational context of Tanglewood, the best target group for its recruiting efforts is the passive job seekers or noncandidates. Tanglewood’s organizational culture encourages employee participation and development. A proven benefit of job seekers is that they typically are happier in their positions of employment (recruitips). Employees content with their position are more likely to get involved than an employee that is discontented. In addition, passive employees are open to new
Tanglewood has organizational plans to staff open store associate positions on an ongoing, continuous basis. The first stage staffing plans must take into consideration is recruiting from the labor market. Tanglewood management team must clearly consider the different methods available as well as the associated cost benefits of each. This case study will provide Tanglewood with a recruitment guide for its open store associate position, describe the best targets for its recruitment, estimate the yields and costs of each method, and finally offer proposed recruiting messages. The organizational date provided was used to determine what Tanglewood’s best method for recruiting are.
Recruitment Guide for Tanglewood Store Associate
Position: Store Associate
Reports to: Director of Retail
Qualifications: High School Diploma; Some college preferred; 6 months experience in retail; strong interpersonal skills.
Relevant labor market: Washington and Oregon
Timeline: Continuous
Activities to undertake to source well-qualified candidates:
Regional print, radio, and television advertising
Request employee referrals
Administer and facilitate kiosk-recruiting operations
Coordinate state job services
Contact staffing agency
Staff members involved:
HR Recruiting Manager
Director
Store Managers
V.P. Human Resources
Potential peers and direct reports
Budget: $2,500-$4,500 per hire
Targets
Considering the open Store Associate position and the organizational context of Tanglewood, the best target group for its recruiting efforts is the passive job seekers or noncandidates. Tanglewood’s organizational culture encourages employee participation and development. A proven benefit of job seekers is that they typically are happier in their positions of employment (recruitips). Employees content with their position are more likely to get involved than an employee that is discontented. In addition, passive employees are open to new
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