Tanglwood Case 3

The Tanglewood organization should focus on acquiring people with general KSAOs. This will allow the company to obtain employees that will be able to do variety of job that are currently needed and ones that may be needed in the future. (Heneman, Judge, & Kammeyer-Mueller, 2006, p. 31)

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.

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

In Northern Oregon, the agency method had an extremely high retention rate after the first year of hire, followed by the kiosk method. In this region the kiosk method was the most expensive followed by hiring agencies. The hiring agency was the most effective after the first year of hire.

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.

My name is _____ and I am currently a consultant of Manger Consulting. Our mission is to provide our expertise in management and staffing services of other organizations I’ll have recommendations on selection decision making for Tanglewood. A detailed selection plan will be generated for the new manager position in Spokane, a panel will be developed for the selection making decision, and guidelines that can be used throughout the chain will be completed.

Clapton Commercial Construction has made the decision to expand to the Arizona area from Michigan. With increasing their team force by 20%, securing talent and qualified personal will be a task of its own. This paper will touch on some of those strategies for recruitment as well as the impact of the organizational diversity on the organization. We will also consider any laws for recruitment and selections keeping in mind the environmental differences between Michigan and Arizona.

(#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.

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.

Below is an analysis of the potential new selection methods for hiring the Store Associate position. The study of 10 Seattle-based stores resulted in an adequate sample size of 832 applicants. New selectors being evaluated are the retail market knowledge exam, Marshfield customer service biodata questionnaire and essay, Marshfield applicant exam, and personality exam. All stores, including those employing the traditional selection method, collected on education, work experience and interview score correlation to the four indicators of success: citizenship, absence,

Now that the definition of recruitment is clear it time to explore the different strategies that are used in the recruitment process. Kevin Ryan, successful CEO of Guilt Goupe, states, “Recruiting is so important that we intentionally overinvest in it” (Ryan, 2012, p.45). This statement shows how important recruitment is. Being a recent college graduate that landed a job fresh out of college within my field and now seeking work, I can say first hand that the recruitment process is not done in one certain way, but in a variety of ways. One of the most common ways to get recruited is by referral. Referrals take place when current workers of an organization inform their associates about job openings and recommend they apply. In certain instances, when there is an extreme

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

The most vital recruitment and selection strategies used to attract potential employees include recruitment agencies, adverts in local media, employee referrals, and newspaper advertisements. As the workforce continues to be highly diversified, issues arise on whether various organizations use different recruitment strategies to get the right individuals for the job. It is evident that companies succeed by employing various recruitment tools. Therefore, when Stonefiled Limo Service is choosing a recruiting and selection strategy, it must consider the importance of saving valuable resources like time and money.