Tanglewood Case #3
Tanglewood Stores Case #3-Questions 2-4/Doug Brandenburg
2) Describe the best targets for your recruiting efforts.
There are three targets that should be utilized in hiring for the store level associate
position. The first one is print media. Through advertising in local papers, we could
reach a large number of individuals at a low cost. This would be an example of open
recruiting. Secondly, we should use kiosks. This would be a smart way that people that
come to the store could easily apply for a position at the store level. This also would be
an example of open recruiting. The last would be that of the internet via Tanglewood's
website. People could easily visit the website and apply for jobs that interest them. This also
is an example of open recruiting.
3) For each division use the data tables provided to estimate how each method fares in terms of yields and costs.
-Western Washington Region:
In the Western Washington Region, 14.5% of applicants via media were hired at an average cost of
$5,936.00. 30.5% of applicants via referrals were hired at an average cost of $3,305.00 per hire.
22 % of applicants via the kiosk were hired at a rate of $4,393.00 per hire. Without question in the
Western Washington Region, The most cost effective way to hire was via referrals.
-Eastern Washington Region:
In the Eastern Washington Region, 14% of applicants via media were hired at an average cost per
hire of $3,369.00. 26% of applicants via referrals were hired at an average cost per hire of $3,339.00.
Kiosk applicants were hired at the rate of 16.2% at an average cost per hire of $5,566.00. Most hires
were via the referral process while the average cost per hire was basically equal between media and
referral.
-Northern Oregon:
-14.2% of applicants via media were hired at an average cost of $3,895.00 per hire. 16.4% of
applicants via the kiosk were hired at an average hire cost of
2) Describe the best targets for your recruiting efforts.
There are three targets that should be utilized in hiring for the store level associate
position. The first one is print media. Through advertising in local papers, we could
reach a large number of individuals at a low cost. This would be an example of open
recruiting. Secondly, we should use kiosks. This would be a smart way that people that
come to the store could easily apply for a position at the store level. This also would be
an example of open recruiting. The last would be that of the internet via Tanglewood's
website. People could easily visit the website and apply for jobs that interest them. This also
is an example of open recruiting.
3) For each division use the data tables provided to estimate how each method fares in terms of yields and costs.
-Western Washington Region:
In the Western Washington Region, 14.5% of applicants via media were hired at an average cost of
$5,936.00. 30.5% of applicants via referrals were hired at an average cost of $3,305.00 per hire.
22 % of applicants via the kiosk were hired at a rate of $4,393.00 per hire. Without question in the
Western Washington Region, The most cost effective way to hire was via referrals.
-Eastern Washington Region:
In the Eastern Washington Region, 14% of applicants via media were hired at an average cost per
hire of $3,369.00. 26% of applicants via referrals were hired at an average cost per hire of $3,339.00.
Kiosk applicants were hired at the rate of 16.2% at an average cost per hire of $5,566.00. Most hires
were via the referral process while the average cost per hire was basically equal between media and
referral.
-Northern Oregon:
-14.2% of applicants via media were hired at an average cost of $3,895.00 per hire. 16.4% of
applicants via the kiosk were hired at an average hire cost of