Tanglewood Case 3
Tanglewood Case 3
1. Recruitment Guide
Position: Sales Associate
Reports to: Regional Manager
Qualifications: At least 1 year experience in retail Basic math knowledge 1-2 years experience working with computers
Relevant Labor Market: Varies
Timeline: Continuous, but in this order: Days 1-6: Conduct interviews with qualified applicants Days 7-10: Targeted hire date
Activities to undertake to source well-qualified candidates: Post job openings for all regions on company website Kiosks Request employee referrals Newspaper Advertising Career Fairs
Staff Members Involved: HR Recruiting Manager HR Recruiter Regional Managers
Budget:
3,000-10,000
2. Tanglewood should use for Targeted Recruitment. The best targets for Tanglewood are Key KSAO shortages, reward seekers, and workforce diversity gaps. Recruitment methods: Kiosk- more of a targeted approach. Only individuals who really want to work for the company will come into the store to fill out application. Employee Referral- Existing employees refer individuals who are a very good potential person/organizational fit. Newspaper Advertisements- Open, very classic way to recruit. Everyone looks for jobs there. Career Fairs- Targeted, looking for certain types of qualifications and KSAOs.
3. See Attached
4. I agree with Northern Oregon. Kiosk and staffing agencies are a good idea. They save money, are more time efficient, and effective. The feel of the company is shared immediately, and the recruitment processes are more targeted, so a better, more qualified applicant pool is developed.
5. Colleges and placement offices would be a good bottom line metric. By doing so, Tanglewood would get high levels of job-relevant human capital, prescreened applicants based on cognitive ability, and probably retail experience. Once hired, employees will go through training, which will further increase their KSAOs. Managers could be worried about this approach, due to the more
1. Recruitment Guide
Position: Sales Associate
Reports to: Regional Manager
Qualifications: At least 1 year experience in retail Basic math knowledge 1-2 years experience working with computers
Relevant Labor Market: Varies
Timeline: Continuous, but in this order: Days 1-6: Conduct interviews with qualified applicants Days 7-10: Targeted hire date
Activities to undertake to source well-qualified candidates: Post job openings for all regions on company website Kiosks Request employee referrals Newspaper Advertising Career Fairs
Staff Members Involved: HR Recruiting Manager HR Recruiter Regional Managers
Budget:
3,000-10,000
2. Tanglewood should use for Targeted Recruitment. The best targets for Tanglewood are Key KSAO shortages, reward seekers, and workforce diversity gaps. Recruitment methods: Kiosk- more of a targeted approach. Only individuals who really want to work for the company will come into the store to fill out application. Employee Referral- Existing employees refer individuals who are a very good potential person/organizational fit. Newspaper Advertisements- Open, very classic way to recruit. Everyone looks for jobs there. Career Fairs- Targeted, looking for certain types of qualifications and KSAOs.
3. See Attached
4. I agree with Northern Oregon. Kiosk and staffing agencies are a good idea. They save money, are more time efficient, and effective. The feel of the company is shared immediately, and the recruitment processes are more targeted, so a better, more qualified applicant pool is developed.
5. Colleges and placement offices would be a good bottom line metric. By doing so, Tanglewood would get high levels of job-relevant human capital, prescreened applicants based on cognitive ability, and probably retail experience. Once hired, employees will go through training, which will further increase their KSAOs. Managers could be worried about this approach, due to the more