Tanglewood Case 3 Case Description/Introduction I will analyzed the information from the recruiting data and will prepare a report with the best recruiting strategy to fill up a job vacancy for a store associate at Tanglewood store. Also I will use the organizational data to determine the best methods for recruiting new staff. And finally I will develop various forms of recruitment messages to encourage individuals to apply for a new job position. “Recruitment is the process of attracting
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demands for the retail industry‚ and studying environmental factors affecting those demands‚ I have combined historical statistical data‚ the mission of the company‚ and EEO requirements to obtain a recommendation for future hiring strategies for Tanglewood. I have attached the results of my study‚ which will provide your company with detailed statistics and suggestions to meet your hiring goals‚ while still maintaining the company’s original culture. Please contact me with any questions regarding
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1. Start by developing a recruitment guide like that shown in Exhibit 5.3 in the textbook. Note that the current situation differs from the example provided in the book because there is no specific timeline for hiring; this is a continuous recruiting effort because even as positions are being filled‚ new positions are becoming available. It is also different because Tanglewood does not have a specific list of minimal educational requirements as qualifications. Position: Store Associate Reports
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Memo:_________________________________________________________________ To: Marilyn Gonzalez and Daryl Perrone From: Date: October 16‚ 2014 Subject: Tanglewood Case 4: Measurement and Validation ____________________________________________________________________________ We have conducted an analysis of the new selection methods used in our processes for Store Associate. We have included 10 Seattle-based stores‚ and an adequate sample size of employees both in the pilot locations
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HRM 301-F1WW Tanglewood Case 3 October 19‚ 2014 Recruitment Guide Position:Multiple Positions Reports to:Store Manager‚ Sales Manager Qualifications:High School Diploma or GED Relevant labor Market:Western Washington‚ Eastern Washington‚ Northern Oregon and Southern Oregon Timeline: Conducting interviews with qualified applicants until all positions are filled Activities to undertake to source well-qualified candidates Employee referrals Local organizations Job Services Media Advertising
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90 156 21 5 Environmental Scan Based on the environmental scan‚ it has been concluded that Tanglewood may have a hard time filling their vacancies in the future. Even though the unemployment rate in the area is high‚ recent forecasts suggest that expansion in the professional and managerial sectors of the labor market may reduce the number of individuals available for these jobs. Since Tanglewood only promotes from within‚ the entry level position of store associates does not appeal to many
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Disparate Impact In evaluating the recruiting and hiring practices of Tanglewood for a potential disparate impact claim‚ we need to look at the historical flow and concentration statistics to see if there is an adverse impact possibility. A flow statistic is when we analyze applicants to actual people selected to be hired. The concentration statistic‚ analyzes the distribution of employees in the organization to provide a proportion statistic in determining disparate impact. We will look at the
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Miriam Garcia Tanglewood Case Week 3 Tanglewood Case Study 3: Recruiting Recruitment Guide Position: Sales Associate Reports to: Shift Leader Qualifications: All are welcome to apply Relevant Labor Market: Pacific Northwest Timeline: None Activities to undertake to source well-qualified candidates: Newspaper Advertising Job Fairs College Career Fairs Job Posting on Company Website Employee Referrals Staff Members Involved: HR Recruiting Manager‚ Shift Leader‚ Department Manager Budget: $3
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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
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via recruitment agencies‚ college placement offices‚ executive search firms‚ job centers and so forth. Today with online recruitment (through company’s website or websites of companies that specialize in that (Cariera‚Indeed‚etc)) and with social recruiting‚ HR specialist can target a wide population of applicants and search for the appropriate candidate without spending much money or time. Social media offer a better bounce rate‚ higher quality and lower cost per reach comparing to other recruitment
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