Managers have several options when recruiting new talent. A manager can recruit talent internally by promoting employees from within the company. Several options are available for recruiting talent externally such as unsolicited applications and resumes, Internet recruiting, and employee referrals (Bohlander & Snell, 2007). However, there are downfalls and advantages associated with each recruitment method. Promoting an employee from within the company can benefit the employee and the company.
HR is to alleviate the administrative burdens by conducting employee background checks and references. Redesign the recruiting information to appeal to a larger array of candidates in the hopes of accessing the greatest pool of applicants and likely candidates. Staff members involved: HR Recruiting Manager Marketing Staff Store Manager Budget: $2,500 to $6,500 2. The targets for these markets are seemingly referral based as if the company is targeting its employees based on like minded values. The company looks for people with strong customer service backgrounds who value customers needs.
The practical correlations are not beneficial. Work experience is significant and a good predictor to use in hiring employees as it relates to performance, citizenship, citizenship, absence, and promotion potential. Traditional methods show interview scores are used to predict promotion potential. Tanglewood’s proposed method includes the comparisons between the following: 1) Citizenship 2) Absence 3) Performance 4) Promotion
The cost of completely re-staffing new employees would be tremendous. Although there may need to be some tweaking in the way that the management staff is allowed to run their respective departments, I feel that they have a solid base of pride working for Tanglewood. With the right training I feel it is beneficial for the company to develop the core talent that they have and fill in the gaps with new hires. Hire Yourself or Outsource Once again I feel that Tanglewood should stay “in house” when it comes to who is going to do the hiring. The first reason I say this is because that is what the managers and assistant managers are getting paid to do.
Realistic: Are you an action taker? Do you enjoy working with a variety of people and being a problem solver? This position requires associates to work through customer based issues with a smile and exude the customer care that is demanded of a Tangelwood employee. If you think you are up for the challenge stop in at your local branch today and let us know! We are currently accepting applications from motivated candidates.
Tanglewood Case 6 (Interview) 1.) Although having a resume and validating all of the potential applicants KSAO’s are an important step in the hiring and candidate selection process, I feel that the most important part of the hiring process would have to be the actual job interview. According to Bianca Audra she claims that standardized interview procedures yield in hiring a better quality of candidates than performing unstructured interviews. I think that by increasing the number of test or the number of forms that candidates have to take or fill out for the position of store managers will not suffice nor yield better results. The method that Tanglewood currently uses to hire managers is similar to the method that is used to hire store associates.
Many employers now evaluate the applicant’s credit report, although it does the employer no good knowing what companies you have or have not paid it tells them a whole lot about how responsible the person is; which is one of the most essential skills needed to be successful in today’s workforce. In my opinion, the most ideal employee will have the skills of being punctual, honest, responsible, kind, being able to work well with others, and being willing to further their education. They will also have the knowledge of knowing when to use their resources and where to find the information needed, and to not be fearful of the consequences when they make a mistake and being honest enough to verbalize it. The skill of being punctual speaks for itself when working any job it is important that you are clocked in and ready to work when you shift starts. Not only because you have a job of which, is organized based on your scheduled hours, but also for the respect of your co- workers.
With the company having several location, each location should know exactly what type of employee it needs and how many. When you outsource they normally just place anyone in the position and sometimes overlook the right person. That’s why if you hire yourself you would decrease your turnovers rates, retain majority of your employees, and have employees that’s best fit the company. External or internal hiring: I recommended that this company imply external and internal hiring. With this company growth and continuous growth, I believe this company should of take advantage of advancing their internal employees first.
The desire to create a unified recruiting process will be reviewed and evaluated, with an ultimate goal of devising a functional, efficient and profitable recruiting service for this organization. First let us review the recruitment guide below. Position: Store Associate Reports to: Shift Leaders and/or Department Manager Qualifications: All considered Relevant labor market: Various regions of the Pacific Northwest Timeline: Continuous recruiting Activities to undertake to source well-qualified candidates: Local and Regional newspaper advertisement Company Web site posting Employee referrals Job service agency Outside recruiting agency Job fairs Staff members involved: V.P. Human Resources, HR Recruiting Manager(s), Assistant Store Manager(s), Department Manager(s) Budget: $2,500-6,500 Open Recruiting vs. Targeted Recruiting Open recruiting allows for the widest cast of the net in the available applicant pool.
Since that time I have not had to hire anyone and I had forgotten how skillful you must be in asking questions of a employee. Before any interview with an outside applicant, I would need to prepare myself for the questions I am going to ask. The Human Resource Manager should work with managers to prepare them for the interview process that they will be conducting with potential employees. Through job analysis, recruitment, and selection ,organizations can attract and hire the appropriate employees. EEO & Affirmative Action In my view equal employment opportunity and affirmative action are the most important legislative components of human resource management.