Tanglewood casebook

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.

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

Southern Oregon uses Referrals of 1384 applicants, Kiosk 2280, Agency of 1132 applicants. The overall qualification rate is for referrals 44%, Kiosk, 38% and Agency at 46 %.

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

With the assistance of our community partners, who specialize in job placement, we have already recruited, train, and place many individuals in productive industry recognized positions such as: Janitorial/ (EVS), Certified Nursing Assistants (C.N.A), Hospitality/ Customer Service, and more. Our goal is to improve our placement and retention rate by removing barriers and adding additional support such as, implementing the case management approach which will tend to each case according to the individual need, expanding hours, increasing class size, and adding more access to child

When monitoring the number of applicants, total costs and costs per region, it is clear to see which areas receive the most and least numbers in applications and hires and which region spends the most or least on total costs and costs per hire. Region 1 receives the largest number of applicants and hires while spending the most in total costs and costs per hires. Region 4 has the lowest number of applicants and spends less than the other three regions. Regions 2 and 3 are in the middle with Eastern Washington (region 2) maintaining close proximity to Western Washington (region 1). Northern Oregon (region 3) has less hires than Eastern Washington (region 2).

Western Washington uses four different types of recruiting methods; media, referrals, kiosks, and job service to recruit employees. Referrals cost western Washington the most money however, they are Western Washington’s most important method of recruiting. This is the strongest method of recruiting for Tanglewood for two reasons. The first reason is that it is Western Washington’s number one source of hired applicants. The second is that it has a very high percentage of applicants who are still with the company after

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.

Eastern Washington used Media to recruit. It produced 4,629 applicants, they hired 676 within 446 remained, by year 1 only 307 were retained. The total cost was $2,277,535.00. Employee referrals were 3936, hired 1016, by six months 894 were still there, by year 1 only 732 are retained. Kiosk was also used as a method. It produced 2673 applicants. They hired 435, within six months 342 were still employed, year 1 732 were retained. The total cost was $2,421,468.00.

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 Tanglewood organization currently does not have a strong process in acquiring or developing new talent. From the case study we find that Tanglewood would like to focus on having a workforce of committed, qualified individuals who will continue the Tanglewood tradition; yet they have no solid recruiting process into place. The Tanglewood organization also has opportunity around their development process, understanding they want team members to feel valued and know that their opinions count, but just because a team member makes influential suggestions does not necessarily qualify them to be leaders. Though they have a lot of culture and tradition there are not in processes in place to help them acquire

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.

The method used will depend on a number of factors, as Armstrong (2012, 22) discusses, “The criteria to use when making a choice are: 1) the likelihood that it will produce good candidates 2) the speed with which the choice enables recruitment to be completed 3) the costs involved, bearing in mind that there may be direct advertising costs or consultants’ fees.”

The first method is the "you find us" method (Sullivan 2005), which consists of job fairs, campus career events, or maintains a positive communication rapport with other managers. Networking with local business, and schools is a great way to find fresh talent. This method is a great method to begin the process of becoming an organization that takes the time to recruit. We will also continue to use our internal and external corporate website, but enhancing it by using other online job search like Mondster.com, Careerbuilder.com, and Hotjobs.com. These job search engines will allow us to maintain a current, and pre-screened database of a wide range of potential employees. The Second method that we will also utilize is the "we find you" method (Sullivan 2005). The second methods that will be implemented consist

Some strengths I found with Alamo Waste’s recruitment are using candidates from employee referrals. Online job sites are a great way to attract candidates, but employee referrals often have more success in the selection process than individuals recruited from an external source like the internet. (Cascio & Aguinis, 2011). Referral programs also help