Tanglewood case Case3

1. Generate a recruiting guide for the store associate job. Position: Store job associate Reports to: Regional mangers Qualification: College graduates or individuals who have extensive experience in another store chain directly into the assistant store managerial position Relevant labour market: Washington and Oregon Activities to undertake to source well-qualified candidates: 1. Regional newspaper advertising 2. Request company referrals 3. Contact kiosks and staff agencies and service-job agencies Staff members involved: Corporate HR recruiting manager Regional manager Budget: Around $12250 for each region 2. Describe the relative advantages of open versus targeted recruiting for Tanglewood. In open recruitment, companies do not segment the labour market on the basis of KSAOs. All those who apply for the post are considered as qualified. The advantage is that this process is fair as all get the opportunity to apply. Moreover, it is useful when there is large number of employees. On the basis of this, media and referrals can be considered as the open recruitment as in both of them, a large number of employees can apply. In referral, a person recommended can be emplyeed without testing for his KSAOs. Also, kiosks fall in this category as the organization itself is not segmenting the candidates. Kiosks provide opportunities for applicants to watch short videos at the entrance explaining what the job entails. In targeted recruitment, the organization identifies the qualified candidates. Under this, state job services can fall. The employment service is provided with a set of qualifications required for work, and the employment services agency assists in providing initial screening and hiring recommendations. 3. Evaluate data related to Tanglewoods historical recruiting methods to determine the effectiveness for each method.

Historical recruiting: Media Western region Eastern region $339 Northern region $384.5 Southern region

The cost per $335.16 applicant: Qualification rate Hiring rate 6 month retention 1 year retention

37% 14% 61% 45%

35% 15% 66% 52%

41% 14% 60% 45%

Referrals

Western region

Eastern region

Northern region $586.9

Southern region $653

The cost per $703.8 applicant: Qualification rate Hiring rate 6 month retention 1 year retention

$574.8

47% 31% 80% 68%

43% 25% 88% 75%

43% 18% 80% 64%

44% 29% 88% 73%

Kiosks

Western region

Eastern region

Northern region $1163.8

Southern region $355

The cost per $466 applicant: $368.5 Qualification rate Hiring rate 6 month retention 1 year retention 41% 21% 77% 55% 40% 16% 77% 64%

48% 38% 91% 82%

38% 15% 77% 62%

Job Service

Western region

Eastern region

Northern region

Southern region $437

The cost per $111.5 applicant: Qualification rate Hiring rate 6 month retention 1 year retention

33% 9% 82% 75%

46% 35% 93% 86%

So, on comparing the results given in the tables above, we can conclude that Job service has the minimum cost involved per candidate but the hiring rate is too less. Also, the retention rate is pretty much high in this case. The hiring rate is highest in case of referrals but the cost involved is very high. But again, the retention rate for 1 year is also decent in vase of referrals. So, if all tha factors are taken into account, referrals comes out to be the optimized choice as the high cost involved can be justified with high hiring and retention rate. Tanglewood needs the employees for long term to retain its culture. So, considering everything, referral is the best choice one out of all. 4. Using the information obtained from steps one and two, provide recommendations for how Tanglewood should recruit employees in the future. Tanglewood does not have a specific list of minimal educational requirements as qualifications. It has to go for open recruitment process in such a case. Tanglewood can make the process centralized one so that its culture can be maintained. Besides this, it needs to hire the employees for the long term and cut down the turn-over rate. On analyzing the tables in question3, the retention rate is highest in referrals case. Tanglewood can encourage its employees to refer their friends to apply for work at it. The referral process can enhanced by providing current employees with some incentives.