MGMT 364
8 April 2012
Tanglewood Case Study 3
1.
Recruiting guide for Store Associates
Position: Store Associate
Reports to: General Manager
Qualifications: All considered
Relevant labor market: Western Washington
Timeline: Continuous recruiting
Activities to undertake to source well qualified candidates:
Local and regional newspapers, radio, television
Post openings to company’s employment website
Request employee referrals
Upload availability to Kiosk
Employ a staffing agency State Job Service
Staff members involved:
HR Managers,
Department managers and Shift leaders
Budget:
$2,000-6000

2. When looking at the desired results of hiring sales associates for Tanglewood I would have to say that the Open recruitment would be the best decision on the behalf of Tanglewood. The 50% turnover would cause the need for a higher pool of interviewed and qualified applicants; one reason for open recruitment would be because specific qualifications are not needed for the sales associate position opening that pool of applicants. .

3. The Western region of Washington is the only area presently using four methods of recruiting and the only one using job services. The higher costs associated with media almost doubles the cost of the other four and second would be the cost of kiosk recruiting, these two are not significantly cost effective to the organization in this region. The other two hiring practices in this region have higher retention levels and lower costs for referrals and job service recruiting.
The Eastern Washington region is currently using three methods of recruiting. This area has higher costs associated with media and kiosk recruiting but the difference here would be that the Kiosk recruiting method is higher than the media approach and both have lower overall retention. Eastern Washington is using referrals which overall match the