Hrmg 5800: Staffing & Selection - Tanglewood Case - Recruiting

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The Northern Oregon Region III has eighteen store location. Their primary recruiting methods are the media strategy, in-store kiosks, and staffing agencies. This locations has referred from using employee referrals due to the fact that management feels the sign on bonus to employees will bring unqualified applicants who does not have the knowledge, skills, abilities, and other qualities to perform their role and feel that favoritism may be a concern for potential candidates. It appears that the staffing agency is the best recruiting method for the Northern Region III. They have had a 48% qualification rate, have hired at least 33% of the applicants that applied, have had a 106% retention rate within six months and 96% within one year. This is good considering each year there is a 50% turnover each year.

The Southern Oregon Region IV has sixteen store locations. Their recruiting methods are staffing agencies, employee referrals, and the kiosk method. It appears that the applicants that applied for jobs were consistent for the applicant initiated and the staffing agencies, however, the amount of kiosk applicants doubled. The qualification rate, hiring rate, six month retention rate and one year retention rate also remained consistent. However, the kiosk rates were rather high and cost Tanglewood a high amount of money across the data. It appears they did well in the applicant initiated and staffing agencies and should continue to use these methods, however to consider getting rid of the kiosk method.

In conclusion, I believe Tanglewood should focus on the younger generation that are geared towards college students or graduates. The employees hired begin as store associates and believes in opportunity for advancement and promotes from within. The advantage of hiring college students or graduates, is that Tanglewood would be able to train the potential candidates and develop their skills based on their cultural and the needs of the organizations. With Tanglewood being willing to train, develop, and promote potential employees within, the employee will more than likely remain loyal to Tanglewood to prevent turnover. I also believe they should continue to initiate the use of employee referrals since it has been a benefit for Regions I and II. The employee referral method has been a primary source for recruiting than any other method. However, it should be stressed to employees to only refer potential candidates that acquire the knowledge, skills and abilities that are needed to perform the job. I would also increase the bonus to employees who refer potential candidates that acquire the qualities that are needed to perform the job and remain with the company for at least one year. This method has been the highest when obtaining applicants.

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