Tanglewood Case 3

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1. Position: Sales Associate Reports To: Store Manager and Department Manager Qualifications: 18 years or Older Excellent Customer Service Skills Relevant Market: Pacific Northwest Activities for Recruitment: Newspaper Advertising TV Advertising Referrals from Current Employees Active Recruitment at local Colleges Active recruitment at Local High Schools Posters and Announcements in Stores Staff Members Involved: All active Staff Members Budget: $7500 2. I think that Tanglewood should use a targeted recruitment system. They would save a lot of time and money by recruiting only those that are good fits for their company and the job. While unemployment systems are good places to find people looking for a job, those that apply may either not fit into the Tanglewood mold or will move onto another job before the process is over. Tanglewood needs to target those candidates from local high schools and colleges which will prove to be possible management material as they continue in their educational careers. By targeting those that don’t absolutely need a job right now, they will be able to carefully select the right applicants. Recruitment costs will be low too because the money will be moved to retentions costs by providing education assistance. 3. Based on the results in Appendix B, different methods of recruitment are successful or failures based upon the market. The most costly and least beneficial method does seem to be the kiosk method. There is a large up front cost and the benefits and recruitment results do not support the cost. The referral program seems to be successful in the markets in where it is used. Employees know what it takes to be successful at Tanglewood and they recruit those that they think will be successful too. The cost is the lowest per 1 year survival rate at just under
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