Tanglewood Case-3 Essay

2528 Words Jan 8th, 2013 11 Pages
Case Description/Introduction
Tanglewood has organizational plans to staff open store associate positions on an ongoing, continuous basis. The first stage staffing plans must take into consideration is recruiting from the labor market. Tanglewood management team must clearly consider the different methods available as well as the associated cost benefits of each. This case study will provide Tanglewood with a recruitment guide for its open store associate position, describe the best targets for its recruitment, estimate the yields and costs of each method, and finally offer proposed recruiting messages. The organizational date provided was used to determine what Tanglewood’s best method for recruiting are.

Recruitment Guide for
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The methods used are media advertising, referrals and kiosk. In the Eastern Washington Division, referrals reign supreme. Referrals provide the most hire, retains the highest 6-mo and 1-yr employee retention, with the lowest cost per hire. While media advertising is Eastern Washington’s is its most common method, it returns 340 less hires with 23% less of a 1-yr retention rate. In addition, the cost per hire is hirer for media advertising than for referrals. Overall, referrals are the best recruiting method for Tanglewood’s Eastern Washington Division.

Northern Oregon
Tanglewood’s Northern Oregon Division utilizes three methods of recruitment. This division uses media advertising, kiosk, and a staffing agency as part of their recruitment effort. While the media advertising method is less costly, the hiring rate and retention rate is also lower than the other two methods. Kiosks provide an increase in both the retention rate and cost per hire. The higher cost per hire can be attributed to the high cost of set up as well as the popularity of the kiosk. In comparison to media advertising and staffing agency, kiosks receive 1,200 and 2,600 more applications respectively. The staffing agency provides Tanglewood’s Northern Oregon the highest hiring and retention rate. While the cost of the set up is higher than the kiosk, its nearly 40% hiring rate greatly reduces its cost per hire. The

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