Tanglewood Case 4

Memo

To: Daryl Perrone, Staffing Services Director

From: Randolph M Hill

cc: Marilyn Gonzalez, Vice President for Human Resources

Date: March 23, 2014

Re: Systematic Review of Recruiting Policies

ISSUE: To determine which HR policies should be left in the hands of each individual location, and how much should be taken over by corporate HR.

End State: that will ultimately result in a better recruiting system for store associates.

DISCUSSION: Usage: Tanglewood currently has five avenues for recruiting available to each of the regional Assistant Store Manager for Operations and HR: media, referrals, Kiost, state job services, and staffing agencies. Between the four regions media is use by Region 1 (R1) and Region 2 (R2), referrals are used by R1 and Region 4 (R4), Kiost are used by R1, Region 3 (R3) and R4, state job services are used by R1 and R2, and staffing agencies are used by R3 and R4. The one common denominator between three of the regions for recruiting is the Kiost.

Attitude: From the focus group reduction of employee turnover, lag time from initial contact to hire, administrative cumbersome process in assessing new candidates, and targeting specific messages to entice candidates that would fit into Tanglewood culture were the major concerns of the regional managers. Also, identified is the various management style that may have led to the focus group concerns; from Western Washington’s individual autonomy and empowerment to Northern Oregon’s professional/Technocrat, to Southern Oregon’s innovations. Therefore, to address this issue at hand an examination of the various recruiting methods will be analyzed.

ANALYSIS: The analysis will focus on three areas of the Recruiting Yield Data that has been provide in Appendix B. With such a wide area of recruiting methods being use among the four regions, the analysis of the recruiting yield data will concentrate on three data points which address the concerns stated by the manager’s...