1. Position: Store Associate Reports to: Shift Manager, Department Manager Qualification: knowledge or the ability to learn customer service principles, the merchandise offered in the store; good communication and speaking skills; ability to relate to others Relevant labor market: Washington and Oregon area Timeline: continuous Activities to undertake to source well-qualified candidates: * Regional newspaper advertising * Post job opening on company website * Request employee referrals * Use kiosks in store for job applications * Use state job services * Staffing agencies * High school and college recruitment programs * Job fairs Staff members involved: HR recruiting manager, store manager, department manager Budget: approximately $12,250 for each region Position: Store Associate Reports to: Shift Manager, Department Manager Qualification: knowledge or the ability to learn customer service principles, the merchandise offered in the store; good communication and speaking skills; ability to relate to others Relevant labor market: Washington and Oregon area Timeline: continuous Activities to undertake to source well-qualified candidates: *
Tanglewood continuously needs to hire an exceedingly large number of associates, partially due to the policy of all employees working as store associates and promoting from within, and because of the high turnover rate in retail. I recommend using what appears to be open recruiting methods, but then filtering though the applications to find applicants with the desired KSAO's. This will also aid the organization in maintaining their EOE status, by allowing anyone to apply. The recruitment methods to be used can be advertising in local and regional newspapers, radio, and television, posting opening to the company website, employee referrals, job agency, and in-store kiosks. Tanglewood should do away with paper applications.
Adam Bruce Tanglewood Case Report 3 03-01-2013 1.) Position: Store Associate Reports to: Shift Leaders, Department Managers Qualifications: Ability to perform light lifting and object manipulation, ability to relate to others, baseline communication skills. Relevant labor market: Washington or Oregon Timeline: Undetermined, Continuously interview with qualified candidates Activities to undertake to source well-qualified candidates: Advertise inside of store at Kiosk Post job opening on company website Request employee referrals Post job on career website / use a staffing agency Staff members involved: HR Recruiting Manager Regional Manager Store Manager Department Managers Budget: $2,250-6,250 2.) Considering the store associate position it is most tailored to: recent high school graduates and seniors, current college students. All of these potential candidates are ready for a job and many need an entry level position.
The job posting is place on several career websites and on the company’s billboard and website. Southern Charms Productions is seeking to hire photographers to accompany their growing clientele. I interviewed the owners to discover who they were looking to hire, what benefits and training they provided, what the requirements and duties they expected of potential candidates and what prior skills and knowledge candidates need to
Title: Tanglewood Case #3 Name: Debbie A. McCalla Course # and Title: HRM: 594 School: Keller Graduate School Instructor: Dr. B. Carden Date: Sunday June 1, 2014 INTRODUCTION One of Tanglewood’s organizational staffing strategies is to continuously make available store associates positions; however, in conjunction to that plan, they have to start looking at the best means of recruiting from the job market in order to acquire the best fit. In doing so, the management team has to peruse the various recruitment methods to garner the necessary choice for the positions being recruited for, and very importantly, they have to factor in the associated cost with each method. This case is aimed to aid Tanglewood in the following areas: recruitment guide, the estimated yields and costs associated with each method, and to make available proposed messages for recruiting. Recruitment Guide: Tanglewood Store Associate Position: Store Associate Reports to: Director of Retail Qualifications: High School Diploma; some college (preferred); at least 6 months experience in store retail; strong interpersonal and communication skills Relevant Labor Market: Washington and Oregon Timeline: Ongoing Activities to Undertake to Source Well-Qualified Candidates: Regional print advertising; job posting on company’s website; request internal and external referrals; oversee and enable kiosk-recruiting operations; utilize staffing agencies Staff Members Involved: Human Resource Personnel (Recruiting Manager and V.P. ), Director, Store Managers, Potential Peers and Direct Reports Budget: $2,500-$4,500 Targets for Recruiting Efforts The label of target group “passive job seekers” and “noncandidates” are best suited for Tanglewood’s recruiting, due to the position of “open store associates” and their organizational context.
With support, to help organise meetings and interviews as required, general office duties including filing, photocopying etc, To answer enquiries from staff over the telephone or face-to-face and referring on to the appropriate person as necessary. ------------------------------------------------- Business Administration Apprenticeship based in Manchester Hours – 40 (including day in college) Wage - £106 The successful candidate will be dealing with online enquires via email and phone. Basic accounts will also be involved in this role SAGE training will be provided in house. Basic admin duties such as filing, photo copying, emails and typing will be required on a daily basis. Sales will also be part of the role online and face to face.
You have received a brief from the HR manager asking you to produce a booklet/report for the college's business courses. The booklet should ‘describe the recruitment documentation used in a selected business’ for a specific job role. You must describe the following areas and give examples of documentation: 1. Person specification (Suitably skilled staff) 2. Contracts of employment 3.
The internal recruitment in Sainsbury involves the recruitment team first looking at the Sainsbury Internal Talent Programme ( SITP). This Programme allow all current employee of Sainsbury who are either looking for move within the same department or seeking a more higher level position in form of promotion. However, if there are no positive responses from any employee under the Sainsbury Internal Talent Programme, the vacancies are now officially advertised on the intranet for the entire employee to see and apply. During this stage, there is a timestamp such as submission of application deadline date. Furthermore, Sainsbury also use external recruitment process to advertise their vacancies most of which are done on the internet and Sainsbury’s website for their managerial position while others are done using various other means such as advertising on local papers, job centre and in their stores.
Effects on Names and Perception Regarding Occupational Competency It’s been studied in the media, news and on television shows that people names, physical appearances, race, title, and gender, play a key role in defining what we think of others. Jane Copley and Sheila Brownlow (1995) examine the interactive effects of name warmth and facial maturity on job hiring recommendations and traits perceptions of others. However, in this study all subjects were given descriptions of two job openings by the same employer. One job required warmth, and the other required authority and competence. Each participant evaluating a female; read about two part time openings one at a day care center, as teacher assistance and the other as director assistance.
Wal-Mart recruitment uses both of them depending on the situation. When using external recruitment Applicants can apply in any local or foreign offices and stores by simply sending their resume via mail or email and they will call their applicants for an initial interview or examination depending on the position they apply for. Every applicant for a job at Wal-Mart regardless of religion, race, gender or age is provided an equal employment opportunity. Visit the Wal-Mart employee benefits website and determine how the benefits may contribute to the success of Wal-Mart’s Employees Practices. Wal-Mart have been heavily criticized for unfair employee treatments which include “cap wages in certain positions, allow the hiring of more part-time workers in lieu of full-time workers, and revise scheduling