Tanglewood 3 Essay

* By acquiring external talents, Tanglewood would safe on the development costs, however, they would not be aware of Tanglewood’s culture.

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.

Interview question: Explain a situation when you had to speak up in order to get a point across that was important to you.

The following report is phase 3 of the Tanglewood recruitment process consultation. The following report has six sections the first of which is a recruitment guide for store associates this can also be used as a template for other roles at Tanglewood. It also includes an analysis of methods of Tanglewood’s recruitment and acknowledges them as either open or targeted recruitment strategies. The next section includes an analysis of appendix B in the Tanglewood case book. The report also addresses the Northern Oregon Division’s concerns about referral programs. It also addresses the concerns of the Tanglewood top management about the recruitment method metrics. The last section discusses the pro’s and con’s of the targeted, realistic and

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.

I agree with the Northern Oregon. If everyone were to pursue the same hiring methods it would bridge them together more successfully as an organization. Also the kiosk is easily accessible to the individuals that may not have access to a computer in their residence. Also staffing agencies can also he Tanglewood reach a more diverse group of people. They will most likely find individuals that have the qualifying KSAO’s they are interested in performing the job. The other benefits of hiring externally, is the company has the

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

Due to complaints from store managers regarding the quality of employees a thorough assessment of Tanglewood’s hiring practices was instigated. It was determined that a organization-wide shift to a more detailed selection system was needed. A search for good predictors of sales associate performance that would create minimal additional administrative burdens for managers was initiated. (#2)The proposed alternatives to the current system are the Retail Marketing Knowledge Exam, the

In order to be considered a candidate an applicant must posse the basic qualifications of the position. If Eastern Washington can find a way to encourage or give incentives their employees to refer only those qualified for the position, it will greatly strengthen this method. This is because it will cost Easter Washington less money due to the fact that they will not have to sift through a bunch of resumes of under qualified candidates saving them a great deal of time. Referrals have a very high one year retention rate and also a very low cost for a one year survival compared to kiosks and media. If Eastern Washington is able to recruit more through referrals they will have more employees who they can retain for longer periods of time. This is important because Tanglewood’s main recruiting strategy is to promote from within.

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.

Some of the advantages of a highly socially focused recruiting drive using referrals is that it is an inexpensive way of recruiting however it is one of the best ways to get candidates. Human capital is one of the most valuable assets of an organization, and recruitment serves the important function of attracting the necessary talent (Van Hoye, 2013). It is also very believable to interested candidates because they can tie a person that experienced it to the company. Because a candidate is being recruited by someone they deem as reliable they put much more trust into the message that is being sold them. A major disadvantage to this is that the employer has no control over the message being relayed at all.

Tangle wood should strive for an exceptional workforce. Especially since the company values its customer service it is necessary to select great employees. So that Tanglewood can keep the market advantage over competitors.

With a little deeper understanding and analysis you will realise what the third party search firms are doing today. They tap the potential employee prospects in the market with attractive packages that hiring employers are ready to offer. If an employer decides to develop its internal recruiting department and handle its recruitment processes independently why do people consider it as an illegal recruitment process? Just for the fact that the prospective employee was not the first to express interest in the employer, rather the latter contacted him with an offer doesn’t mean this act is as cruel and harsh as an illegal hunting or

4. How well does SG Cowen’s recruitment and hiring process contribute to the company’s key success factor?