Tanglewood Case 3 Essay Example

the least amount of stores uses a combination of staffing agencies, referral, and kiosk advertising.

The best targets for Tanglewood’s recruiting efforts are the reluctant applicants that have interest in the organization but are in conflict with their work schedule. Tanglewood does not extensively use a flexible workforce, such as temporary employees, but allows employees to work around their schedules. Tanglewood also encourages the employees with open communication within the organization in providing employees with information on the company’s share price and overall profitability for each quarter, along with other details about the company’s activities.

Other reward seekers are mandatory weekly store meetings that allow employees to voice their suggestions for in-store improvements, associates who make suggestions that are implemented by management receive financial bonuses, along with department managers whom develop and implement new policies and procedures also receive financial bonuses. Finding applicants specific KSAO knowledge that is required within the job will be a targeted recruitment that will help narrow the qualified potential applicants and also facilitates a more personal approach to each applicant.

Appendix B provides data from four divisions of Tangelwood, regarding Media, Referrals, Kiosk and Job Service recruitment. In Western Washington I found that the Job Service has the most number of applicants use of 4236 along with Candidates of 1398. The applicants that were hired were among the employee referrals. The overall qualification rate were amount the referrals, kiosk, media, and job service. Cost of setup per site is $10,000, Kiosk $40,000; materials cost per applicant for media, is $10. 00, referrals $10. 00, Kiosk $1. 00 and Job Service $5. 00. Total cost:Total Cost Per Hire.

Tanglewood is highly committed to improving customer

service quality and proposes that finding the cheapest way to hire is not sufficient. I am proposing that Tangelwood focus on advertising and recruiting efforts by tailoring job announcements to attract segments of the labor market with KSAOs or demographic characteristic. This will narrow the pool of potential applicants and allow HR to concentrate more on the efforts on the most qualified applicant. Realistic Rather than describing what the organization thinks job applicants want to hear, Tanglewood needs to portray a message of “telling it like it is”.

Sale Associates Knowledge of customer service principles Knowledge of merchandise offered in stores Communication and speaking skills Ability to relate to others Branded Recruiting Message In order for Tanglewood to attract potential applicants to their organization a “good company tag” needs to be implemented. The proposed recruiting message I would like to implement at Tanglewood is: “If you tell someone exactly what to do, you’re only getting half an employee. If you give someone the space to make their own decisions, you’re getting a whole person”.

CONCLUSION

Tanglewood has emphasized strong employee participation from the beginning and also believes a workforce of committed, qualified individuals who will help carry the Tanglewood philosophy into the future. Upon reviewing Case 3, I find Tanglewood needs to revisit the recruiting process that will portray want the managers are looking for in applicants. Finding all regions are using different recruiting methods that work in some regions and not in other regions need to find the best solution and use one target of recruiting. This will also help with the recruiting cost.