Tanglewood Case – Assignment #3
Brenda Baker
HR594
11-20-10

The way thatTanglewood’s recruiting methods are very different in each of their regions. By assessing these methods from the various and different ways that each of the regions hire and train we have a good opportunity of improving the operations of this company. There is opportunities come from creating target demographics and by looking into the methodology of their recruitment styles. We need to create and adhere to one method for all companies to go by. Tanglewood experiences a constant rate of turnover at the present time.
1. Generate a recruiting guide for the store associate job.
Position: Store Associate
Reports to: General Manager
Qualifications: open training available
Relevant labor market: Western Washington
Timeline: Continuous recruiting
Activities to undertake to source well-qualified candidates:
Regional newspaper advertisement
Post job opening on company Web site
Request employee referrals
Contact regional health and life insurance associations
Call HR departments of regional health and life insurance companies to see if any are outplacing any store associates
Contact if necessary, executive recruiter to further source candidates
Staff members involved:
HR Recruiting Manager
Budget: 2000-6000
2. Describe the relative advantages of open versus targeted recruiting for Tanglewood.
Advantages of open versus targeted recruiting for Tanglewood, are those who have significant KSAOs, the applicants who work toward rewards or bonuses seem to do the best. Those applicants showing the most promise of being productive are those that possess significant KSAOs. Applicants that are driven individuals will want the packages offered by Tanglewood and in return Tanglewood will achieve knowledge from the applicants which will help the company overall. With the cohesion of the employee