Recruitment Strategies For Hiring New Associates

The method of recruiting has significantly changed over time. Today, there is less reading through stacks of resumes and more interacting with potential employees on a casual and formal basis. The method of job recruiting can include many different channels and practices. These methods can consist of practices such as attending job fairs, promoting from within, online and college recruiting, and referrals. Most recruiting methods are face-to-face interactions between the employer and potential employee. This gives the employers a chance to see the candidate in person, how they present themselves, and what they can bring to their company.

Tanglewood is in need of new employees because of turnover just like any other retail organization. The managers of Tanglewood realize this is a concern, but realize they do not have any centralized method for recruiting new employees. Evaluating the recruiting methods and creating a guide for Tanglewood will assist in developing a recruiting service to follow the mission statement of the unique company culture.

5. I think that it is very crucial that Tanglewood’s top management is highly committed to improving customer service quality. It is something that has been a part of their culture since day one of the organization. I can see why they propose that finding the cheapest way to hire is not always the most sufficient for the company. Other than cost and retention, there are other measures of employee performance that would be good for Tanglewood to determine if they have quality recruitment methods. One could be timeliness. Look at the amount of time it takes for certain tasks to be complete. If an employee is enthusiastic and cares about the job they will be getting

You have been asked by Johnsons Care Company to recruit a new Administrative Assistant for them. Write a report for a recruitment selection process that could be used to select this person

Like many retailers, Tanglewood experiences a stable rate of turnover, and thus recruiting efforts remain high. The methods used by Tanglewood vary from many regions in which they serve, and by gauging these methods we are able to optimize and perhaps unify company operations. By reviewing the recruiting methods used by Tanglewood, we will be able to devise a guide that can be functional along with Tanglewood developing recruiting services which reflect Tanglewood’s unique personality. Please see the recruitment guide below.

The Northern Oregon suggests an idea of using Kiosks and staffing agencies for hiring employees for all the stores, they believe this is the most accurate way that Tanglewood should use and implement to recruit new workforce; these methods have not only been successful Northern Oregon, but for South Oregon region too. However, The Eastern and Western regions have used a different approach, they have used the employee referral tool to recruit new employees, and it has been successful until the moment. I believe this region does not have a valid point, because if they decide to generalize the hiring and recruitment process into general ways as Kiosks and staffing companies, these other branches might start using and hiring people who does not have clearly understand what the needs, tasks, basic requirements and knowledge for the job are. Also, by implementing these new policies these branches might not receive the same quantity of people trying to enter the organization, and quality from the employees, affecting the working environment and results of these stores.

After completing the environmental scan, Tanglewood will have a tough time filling the jobs in the future, but there are people ready to fill the jobs. Tanglewood has a written policy that new hires will have to start from the bottom to the managerial spots.

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.

One primary source of information for immediate labor availability at Tanglewood is their internal labor market. Table 1.1 shows that Tanglewood has used internal promotions to fill many openings for the department manager, assistant store manager, and store

(#1)Currently Tanglewood uses two selections methods when hiring new employees. The first is an application. On the application, applicants provided some basic information about themselves such as contact information, their employment and education history. Once the application has been submitted the forms are reviewed by the Assistant Store Manager for Operations and HR. At that time a brief interview is conducted. If applicants make it past the initial interview they are then considered candidates. Next a more in depth interview is given and candidates are asked questions regarding their previous work history, their philosophy of customer service and teamwork. Although questions are formalized there are no keys for managers regarding what the “right” answers.

Based on this, it would be better for the organization to develop talent internally, by focusing on best practices, empowering people to live the Tanglewood way and then leveraging these employees to spread the culture across the organization. Talent acquisition would be a key element as well once the organization expands into new geographies and stores, but it key focus should now be to develop its internal talent that would help it to scale up its operations while keeping its culture alive and active.

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.

Tanglewood’s recruiting methods are different and diverse in each of their regions, and by assessing these methods there are chances of improving and additionally uniting the operations of this company. Some improvements come from creating ztarget demographics, some come from looking into the methods of recruitment, and some come by addressing issues brought forth by those already with the company. By evaluating Tanglewood’s recruiting methods and creating a guide for it to adhere by, this company can develop a recruiting service that matches their unique company culture.

This report has been produced for HiTec International, it will examine the current recruitment strategy of HiTec International, address the existing issues within the recruitment infrastructure and propose recommendations to improve recruitment within the organisation while remaining competitive on cost.

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract