Tanglewood Case

George Bujol

Kyle Bourgeois

Antoine Everett

Recruitment Guide for Store Associates

Position: Store Associates

Reports to: Shift Leaders and Department Managers

Qualifications: None. All qualify

Relevant Labor Market: Pacific Northwest

Timeline: Continuous recruiting

Activities to undertake to source well-qualified candidates:

Company website

Local and regional newspapers

Request employee referrals

Employ a staffing agency

Employ a recruiting agency

Job Fairs

Staff Members involved:

V.P. HR

HR Managers

Department Managers

Shift Leaders

Budget: $3,000-$6,000

The best "targets" for recruitment efforts are those applicants with specific new areas of knowledge. Applicants that have high KSAOs will have high performance and productivity. The candidates that are the best fit for the job would be high school students and college students. These students are approaching the times during their lives when they need to get their first job and start working. The students are willing to do anything to be able to hold a job while in school, especially the college students trying to get help to pay for college. There could be an attempt to pursue college graduates but most graduates will be looking for higher level jobs pertaining to their field of study. There is a chance to hire some qualified college graduates that are not able to find jobs in their degree field.

The various methods that should be used to recruit employees should be media, kiosks, and company website. By using media such as local and regional newspapers this method is a low cost to the company and would reach out to a large number of potential candidates. Kiosks are also a good and effective way to recruit applicants. Applicants can come directly to the company and put in an application. This can be an advantage for the company because most of the applicants that will go to company to apply for the job are usually more motivated for the job. They are willing to go up to the business and show their face to the company rather than call or send an email asking about job opening. The third method used is the Tanglewood website. Applicants can simply go to the company website and use keywords to search for a specific job they would like. Tanglewood could also list specific KSAOs needed for the job resulting in finding more qualified applicants for specific jobs. All these methods of recruitment are open recruitment. An advantage of using the open recruitment method is that applicants see this as being fair to all who want to apply. This method is very useful when large numbers of applicants must be hired for a job.

Western Washington

Media - 15% hiring rate Cost per hire - $5,936.67

Referrals - 31% hiring rate Cost per hire - $3,305.73

Kiosk - 22% hiring rate Cost per hire - $4,393.33

Job Service - 9% hiring rate Cost per hire - $4,531.01

In the Western Washington Region, the most cost effective method to hire is using referrals. It has the highest hiring rate with the least expensive cost per hire.

Eastern Washington

Media - 15% hiring rate Cost per hire - $3,369.13

Referrals - 26% hiring rate Cost per hire - $3,339.21

Kiosk - 16% hiring rate Cost per hire - $5,566.59

In the Eastern Washington Region, the most cost effective method to hire is also by using referrals. The cost per hire for media and referrals are very close but the hiring rate for referrals is greater making referrals the better method.

Northern Oregon

Media - 14% hiring rate Cost per hire - $3,895.83

Kiosk - 16% hiring rate Cost per hire - $4,190.39

Agency