Tanglewood Case 3 Analysis

Case Three

Tanglewood's recruiting methods are different and diverse in each of their regions. By evaluating their methods there are probabilities of improving the operations of this company. Some improvements may come from constructing target demographics, and examining into the methods of recruitment and by tackling issues brought up by existing employees. By evaluation Tanglewood's recruiting methods and creating a guide for it to follow, they can develop a

recruiting service that matches their culture.

1. Recruitment Guide

Recruitment Guide for Store Associates

Position: Store Associate

Reports to: Shift leaders, Department Managers

Labor Market: Regional Pacific Coast

Timeline: Continuous

Regional newspaper, radio, and television advertising, use of employee referrals,

Employing state job services, employing a staffing agency

Staff members involved:

* V.P. Human Resources

* Staffing Services Director

* HR Recruiting Manager

* HR Selection Manager

* Potential peers

Budget: $2,000 - $6,000

2. Best Targets for Recruitment

Tanglewood's overwhelmed targets for recruitment are reward seekers, reluctant applicants, and key KSAO shortages based on the job and organizational context. Reward seekers fit the job and organizational context because of their system of rewarding employees' bonuses for the company's use of any of their ideas for a better running workplace, as well as the profit-sharing. Key KSAO shortages are also a great objective for Tanglewood because although the individual may be viewed as managerial material, through their suggestions that prove to work and show value allows any store associate to be promoted within the company. This is a way of preserving the company's culture and values. Reluctant applicants are another perfect target group for them, because these applicants will be interested in variable tasks, given that there are no customer contact, and because each employee is to be available to help each other, which in turn allows the reluctant applicant to see that they also will be part of team.

The media recruiting method can be either an open or targeted recruitment depending on whether the company decides to diversify their media channels on a variety of populations, or decide to select a specific group to target. The open recruitment strategy would consist of advertising to many areas in different types of media.

Employee referral is another method used for recruitment. Employee referral is an open source of recruitment since any employee can refer someone within the company and receive a $100 bonus; the employees may give referrals of an existing employee with the incentive of receiving the money.

The use of the kiosk is also an open form of recruitment. The kiosk allows any person that comes to the Tanglewood stores to apply.

State job service is a optional recruitment method since the job service is provided with job qualification requirements agreed by the employer, so only qualified applicants are considered. The job service also screens and recommends specific applicants. The job service looks at key KSAO shortages since it consists of people with specialized skills. It also looks at former military personnel, because they are known to have key competencies that are part of the job qualifications. It would also target former employees since they have knowledge of the company and its culture.

Staffing agencies are more open when recruiting applicants, because the staffing agency can train any individual from any group type to do a specific job they will be hired for.

3. Data Tables and Summary

Western Washington (Region 1) Media Referrals Kiosks Job Services Totals

Applicants: 1,430 3,362 3,114 4,236 12,142

Hired: 204 1,048 3,652 378 2,282

Total cost: $719,280 $2,606,240 $2,413,574 $712,720 $6,451,814

Cost per hire: $3,526 $2,487 $3,702 $1,886 $11,601

Eastern Washington (Region 2) Media Referrals Kiosks Totals

Applicants: 4,592 4,046 2,776 11,414

Hired: 676 1016 444 2,136

Total cost: $1,799,200 $2,565,760 $1,982,936 $6,347,896

Cost per hire: $2,662 $2,525 $4,466 $9,653

Northern Oregon (Region 3) Media Kiosks Agencies Totals

Applicants: 2,686 3,896 1,290 7,872

Hired: 364 696 490 1,550

Total cost: $1,022,720 $2,246,696 $1,451,400 $4,720,816

Cost per hire: $2,810 $3,228 $2,962 $9,000

Southern Oregon (Region 4) Referrals Kiosks Agencies Totals

Applicants: 1,384 2,280 1,143 4,807

Hired: 396 346 392 1,134

Total cost: $1,054,880 $1,409,600 $1,245,120 $3,709,600

Cost per hire: $2,664 $4,074 $3,176 $9,914

Each region uses different forms of recruitment that yield different numbers of applicants and hires, as well as different total costs and the costs per hire. By totaling the number of applications, the hired applicants, the total costs, and the costs per hire in each region, it is easier to see which region is receiving the most and the least applications and hires along with who is spending the most and least on total costs and costs per hire.

* Region 1 is obvious that Region1 is receiving the biggest amount of applicants and hired applicants. It is also spending the