Tanglewood Case 3

Tanglewood subject 3 Nelson Ivan Castro PID 3774408 1. enlisting Guide Position Sales bear on Reports to hive a flair Manager Qualifications High School Diploma. Good communication and typography skills. Leadership and analytical skills. Ability to learn and take a innovation of policies and procedures. Work effectively as a part of a team. pertinent Labor Market Regional Northeast Timeline There are unceasing hiring activities to interview future candidates for the positions. Activities to undertake to source well-qualified candidates * Employee referrals Posting wrinkle on federation site * Radio and newspaper advertising * KIOSKS * personal credit line advantages * Staffing Agency Staff Members involved * Store Manager * Store Assistant Manager * Department Manager Budget $2000- $3500 2. We understand that recruitment is one of the nearly difficult aspects for an boldness, who is looking for potential employees. There are diverse types of recruitment, exactly I be lieve that Tanglewood should use an Open Recruitment process. This step pull up stakes allow them to have a variety of applicants from different races, cultures and ages.Also, it go out allow them to recruit employees with different strengths and weaknesses, helping them to create a team work that is supported by all of its members. On the new(prenominal) hand, Tanglewood can use targeted recruitment for high management positions that competency admit precise KSAOs, so the business can be machinateed. * Media Tanglewood is media advertising, such as print, radio, and television advertising sources, coupled with respondents filling out a standardized job application. This is an open method of recruitment since it gives the opportunity to a monstrous body of large number to generate for the job. Referrals it is a targeted method since allow employees from Tanglewood to call down and show the positions available to people who might meet the job requirements. * cubicle Is a n open method since a large variety of people to apply for any position at the store, instead of writing on a piece of paper their personal information, they type it into the system. * State Job operate It can be an open method since all unemployed people can look for any positions available. However, it can be targeted since some positions will require some specific qualifications for veritable positions available. Staffing Agency It can be some(prenominal) targeted an open since they can look for special people with specific qualifications, and people with elemental skills for any regular job. 3. Western Washington branches light upon that referrals possess a higher(prenominal) qualification and property rate than kiosks, media and job service it also provides the highest percent of applicants hired. Furthermore, Job service is very hardheaded for this side of the company, change surface though the percentages and the number of applicants hired are little it provides the s ame satisfaction as referrals.On the Eastern Washington branches, referrals also gather an important role in the recruitment process, even though Kiosks and media both provide a high number of applicants, the hiring and retention rate for referrals is way much higher allowing this to be an important tool for this branch to come about future employees. On the separate hand, for Northern Oregon branches find that by using staffing agencies a better way to find their employees since it provides them with a higher qualification, short and longer retention.The Kiosks and media provide certain type of percentage and even though they are cheaper, they are not as effective as hiring an agency. Finally, In siemensern Oregon Kiosks provide the bigger pool of applicants, but it holds a low retention and qualification rate. In this branches they also like to use staffing agencies since it provides a better short and long time retention and qualification for the job however, staffing agenci es represent a higher costs, since it is more high-ticket(prenominal) than referrals and kiosks. . The Northern Oregon suggests an idea of using Kiosks and staffing agencies for hiring employees for all the stores, they believe this is the most accurate way that Tanglewood should use and implement to recruit new work force these methods have not only been triple-crown Northern Oregon, but for South Oregon region too. However, The Eastern and Western regions have used a different approach, they have used the employee referral tool to recruit new employees, and it has been successful until the moment.I believe this region does not have a valid point, because if they settle to generalize the hiring and recruitment process into general ways as Kiosks and staffing companies, these other branches might start using and hiring people who does not have distinctly understand what the needs, tasks, basic requirements and knowledge for the job are. Also, by implementing these new policies t hese branches might not receive the same quantity of people trying to cipher the organization, and quality from the employees, affecting the working environment and results of these stores. . Tanglewood wants to keep improving their client service quality to better assist the costumers they should focus on get holding adequate quality from the variety of people who would like to work at Tanglewood, allowing employees to enchant this company and this position as a long term commitment. If we represent attention what Tanglewood is scared the most is the retention rates of positions from their employees, since employees do not believe and feel any kind of closure between them and the job.Furthermore, Tanglewood has notice before that many employees hired without any kind of retail date do not recognize the importance of having good customer service skills, and training is not enough to solve this issue. Tanglewood should look for people with certain skills for specific positions, they should look for quality employees who have at least a minimum of knowledge, and with the help of training reinforce their knowledge and teach them how to apply this on their job. 6. A realistic recruitment message is a basic way of communication that states the name of the company and the job as it is.The use of goods and services of this type of communication is that companies try to sell the job to applicants with only the appointed things about the job, like good salary and benefits. Job attributes in an RJP for an boyfriend POSITIVE JOB ATTRIBUTES * Dental, Vision and Medical care. * Belong to a watertight and respected workforce. * Training in different learning areas. * Different opportunities to obtain promotion. NEGATIVE JOB ATTRIBUTES * Salary has not risen for the past four-spot years. * Promotions are very selective. * Annual reduction of benefits for family members.A branded message is when an organization wants to show a good image, so future applicants might develop a connection feeling towards the organization, in this way the company will try to sell the idea to the applicant by saying that this company is a great place to work surrounded by nice, stabilizing and committed people. * Would you like to work in a nice rivalrous environment in which you can exceed your abilities as a pro? Well, come and apply at Tanglewood stores, and learn and master your abilities while getting paid receive medical, dental and vision care and 401K. Dont waste your time