Tanglewood Case 3

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

The main idea that most of the organization is following to be more succesful that is to bring labor to a company rather then taking the company to the labor. Tanglewood retailers, have to establish locations closer to their distributers, this is because Tanglewood has 12 geographic regions and 20 stores per region. This means the regional managers have little experience on how HR runs throughout the 20 stores. Tanglewood needs external and internal training for these

EEO states which is that EEOC is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. These laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

Northern Oregon also uses Media recruitment; applicants are 2686, Kiosk 3896, and Agency Recruitment 1290. The overall rate is Media at 41%, Kiosk at 43% and Agency of 48%. Cost per set up; Media at $10,000, Kiosk at $40,000 and Agency of $50,000.

An employer “spends [an] average of $4,000 to recruit one employee” (Bersin, 2015) and “on average every corporate job opening attracts 250 resumes” (Economy, 2015). This high cost of recruitment and large amount of resumes is why it is important to have a thorough pre-screening process.

In Southern Oregon, a similar trend happens compared to Northern Oregon. The agency method has a the highest post one year retention rate, followed by the referral method. And similar to Northern Oregon, it is the second most expensive as far as total cost goes, but the most effective as far as post first year hire cost is concerned.

Tanglewood is currently in need of a new manager for their flagship store in Spokane. 20 individuals were contacted as potential candidates, with internal candidates contacted via referrals by regional managers and external candidates that were based on nominations from corporate offices. A total of 10 candidates have taken up the application. The company is in possession of their resumes, retail knowledge tests, standardized test scores from the Marshfield Applicant Exam, biographical data, and two personality dimensions tests. This information will be used in determining the company’s choice for the position.

The labor market of the Pacific Northwest indicates a high unemployment rate, and therefore difficult environment for individuals to find new jobs. There tends to be a consistent supply of qualified individuals in the urban markets of Seattle and Spokane, however it is difficult to recruit these college-educated individuals into entry-level positions in a retail environment. Retail stores tend to have a reputation of requiring long hours of work, including weekends and holidays, with little compensation. It is difficult to hire individuals that are willing to start in an entry-level position and work their way up over the years into managerial positions.

The following will discuss the Human Resource functions of Tanglewood Stores. The paper will discuss the staffing strategies required by Tanglewood in order to maintain its corporate culture and niche market while remaining competitive. The paper suggests strategic staffing decisions regarding the nine staffing levels and four factors of staffing quality.

After analyzing the data and performing an environmental scan it is clear that the demographics of Spokane, Washington will present you will problems filling vacancies based on the Equal Employment Opportunity requirements. Spokane is the second largest city in Washington and according to my research 84% of these people are white. The next largest minority group, Hispanic, is only at 5% and the third largest group is mixed races which is just 3.8%. As you can see Tacoma, Washington is not very diverse and finding the enough competent employees from minority groups may be difficult given the fact that there are

Northern Oregon’s has a total cost for media $1,457,040.00 with a total number of applicants being 2616, candidates 1102, hired 374, 6 month retention 218, 1 year retention 164. Kiosk has a total cost of $2,748,896.00 with a total number of applicants being 3986, candidates 1110, hired 656, 6 month retention 342, and 1 year retention 436. Agency service has a total cost of $1,990,000.00 with a total number of 1290 applicants, 614 candidates, 420 hired, 6 month retention 446, and 1 year retention 402. While total cost of hiring is lower with cost per hire. I would recommend using the agency service for your applicants as the long term retention rates have a lower cost overall.

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.

Open and close cash registers, performing tasks such as counting money, separating charge slips, coupons, and vouchers, balancing

The total estimated cost for the meeting is $27, 863.50. The majority of the cost is related to lodging for 17 out of 20 attendees. Due to lack of availability at the Seidman Center, the employees will acquire lodging in the Washington, D.C. area. The estimated cost of lodging is $14, 125.00. Food cost consists of daily continental breakfast in the morning and snack breaks in the afternoon. Attendees will arrange and pay for their lunch. There is no cost for the meeting space.