Tanglwood Case 3

2473 WordsFeb 9, 201110 Pages
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…show more content…
Although these methods are slightly different in the amount of money and the quality of the candidates that they produce; overall they have the same premise. Tanglewood gives both agencies the KSAO’s they are seeking for, and then the agencies return candidates whom they believe would be a good fit for the position. Since these agencies return only candidates who posses certain KSAOs, this is a targeted recruiting strategy for Tanglewood to use. When using these methods Tanglewood is able to ensure that all candidates that come forward will posses the KSAOs needed to succeed in that position. Analysis of Appendix B Included in the Casebook is Appendix B which includes recruiting yield data for each region. The following is an analysis of the data provided for each region. The regions include Western Washington, Eastern Washington, Northern Oregon, and Southern Oregon. 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

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