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.
It also enables current workers to learn to be self sufficient and to think like managers. By developing talent within the current organization you are showing your employees that you value their service and believe they are the best fit for the job. Because most employees will already have an understanding of what the culture of the company is supposed to be it will be easier to develop the sought after KSA’s. Hire Yourself or Outsource This is a tricky question, but in my opinion it makes sense to keep the recruiting and selection process entirely in-house because of the unique requirements for employees in this organization. Because this company’s goal is to maintain a strong culture across all stores it makes sense to continue to hire yourself so that you can be looking for the unique traits and KSA’s that will best integrate with the company and uphold the unique culture.
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.
Having management experience helps you to have people to put into place but developing their talents in how Tanglewood does business creates the best for your company. Developing sales staff talent gives you the opportunity to be the first teacher they have and creates a future leadership team. This talent is taught by you and trained in your operations and procedures but also allowed to invest in the company with their creativity. This creates a long term bond and investment for both you and the employees. The next area would be deciding if Tanglewood is going to handle the
An outsource recruiter does not know well the company’s culture and value as well as an internal recruiter. External or Internal Hiring Tanglewood should go for internal hiring. This will allow employees to use the internal market and a springboard for launching long-term careers within the company. External may be necessary to fill out the entry-level positions or any other position where there are no acceptable internal applicants. Core or flexible workforce Tanglewood should focus on Core Workforce when selecting employees.
The external hiring will be necessary when new employees are hired. • Core or Flexible Workforce- All Tanglewood employees are a member of the core work force whether they are part time or full time employees. A core workforce is viewed as essential for Tanglewood’s organizational values and culture to be developed and maintained. The core employees are central to the core goods and services delivered by the organization. • Hire or Retrain- Data regarding Tanglewood’s recruiting, interviewing testing, selecting employees, and employee turnover are sent from each individual store to the corporate headquarters.
This means that companies will often omit negative aspects of the position from job postings in order to avoid scaring off applicants. If a company is to compete with these other companies that hide negative aspects of the position to be filled they must make their job postings competitive. An argument for using realistic recruiting policies is that trapping employees or “springing the bad news” on them after they are hired will no doubt raise the cost of retention. As employees find out the entirety of their job after they are hired many of them will no longer see the position as an opportunity and may soon begin searching for new
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.
nefits of flexible working, offer you the freedom to gain experience from a wide range of businesses but with added security. Our ultimate aim is to find you employment that will enhance and develop your skills and provide you with both the job and financial satisfaction you require. We have an ever increasing portfolio of clients and our success in finding them the right staff for temporary or permanent assignments is due to the attention to detail we pay in researching and understanding our clients business, culture and work practices. This is then obviously communicated to potential candidates together with all of the relevant information including job descriptions to ensure the assignment is successful. Interview Process All of
This is a very useful source of information as you are researching a business much alike yours as you are competing with it. When researching competition you already have many things alike so you look at it from a customer’s point of view of why someone would rather go to a competitors business over yours. This would be for such reasons such as their U.S.P (unique selling point) or other factors that differentiate their business from yours and you could add or modify that to your business increasing the