Tanglewood Case 3

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.

Position: Store job associate

Reports to: Department mangers

Qualification: individuals who have some retail experience, college students.

Relevant labor market: Washington and Oregon Pacific Northwest

Timeline: Continuous

Activities to undertake to source well-qualified candidates:

Regional newspaper advertising

Request company referrals

Contact kiosks and staff agencies and service-job agencies

Staff members involved:

Corporate HR recruiting manager Store manager

Budget:

Around $10000 for each region

2. Describe the best “targets” for your recruiting efforts by considering the job and organizational context. Evaluate the various methods of recruiting in terms of whether they seem more like “open” or “targeted” recruiting, using the information in the book to help you make this decision. If some methods seem more “targeted,” whom do you think they target?

Media is an open source of recruiting as it does not target one specific group or have any specific KSOA’s associated with it. The advertisement whether television, radio, internet, or newspaper is an attention getter for whoever hears or sees it.

Referrals can be considered open and targeted. Employees will often refer their friends who have no retail experience to just get the $100 dollar hiring bonus. However, some employees will find employees who they believe will match the necessary skills and cultural attitude of the store. I believe this could be considered open and targeted for this reason.

Kiosk would be considered an...