Tanglewood Case Study 3
Recruitment Guide
Position: Sales Associate
Reports to: Shift Leader
Qualifications: All are welcome to apply
Relevant Labor Market: Pacific Northwest
Timeline: Continuous
Activities to undertake to source well-qualified candidates:
Newspaper Advertising
Job Fairs
College Career Fairs
Job Posting on Company Website
Employee Referrals
Staff Members Involved: HR Recruiting Manager, Shift Leader, Department Manager
Budget: Open
Job Targets
Based on the positions avaliable, the targets for this recruiting campaign are candidates who are enrolled or recently out of high school as well as currently enrolled college students. The reason for targeting high school students is due to the fact that there is a large hiring pool for this targeted area especially for summer jobs. Targeting current college students is due to the fact that graduates are less likely to accept such an entry level position as their aim is to get into management. As mentioned before, those candidates are not willing to put in the “time” prior to getting to a management position and would rather look for a career path within their degree field.
Based on prior experience (my personal experience recruiting at work), for a targeted type of recruitment referrals and staffing agencies are the methods that seem more targeted.
Further detail below:
Media: Media advertising will give exposure to all types of candidates, from experienced to non-experienced. Jobs can be advertised in all sorts of places from newspaper ads to job postings online on job sites like Careerbuilder.com and Monster.com. The down side to this type of advertisement is that it involves quite a bit of leg work to weed thru the multitude of applic...
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...s start with the negative; with realistic policies essentially a company could risk airing “dirty laundry”. Since the policy shows the “negative” part of the job along with the positive, the possibility of a candidate dropping out prior to even trying out the position increases. This wouldn’t matter if the candidates were low quality but such practices tend to scare away high-quality candidates.
What are the positive aspects of such policy? Well, since candidates know exactly what they are getting into since the job wasn’t “glorified”, turnover rate decreases. I am more likely to have a higher job satisfaction, since again I know exactly what I’m getting into. I find this a good thing to do within the interview process, spelling out exactly what the job entails on a daily basis in order to prepare the candidate for the everyday stress that comes will every job.
The Uniform Guidelines on Employee Selection Procedures (UGESP) requires that all organizations keep records that allow calculation and comparison of statistics. The UGESP also requires that the four-fifth’s rule be calculated in all organizations. If there is evidence that “a selection rate for any…group is less than four-fifths (4/5) (or eighty percent) of the rate of for the group with the highest rate” (Code of Federal Regulations, 2011) then this usually is considered to be proof of adverse impact.
Tanglewood has a strong stand within the nondurable general retail industry, which is currently having annual sales of over 4 trillion dollars. With a growing return rate of 13.1% and over 7 million in operating revenues Tanglewood has great growth potential and is very competitive. Even while competing with the major online competition and global competition. Tanglewood has the opportunity to expand their store into the global market, this would be major expansion and would help Tanglewood exceed the competition. Tanglewood has stayed rather small due to its low number of stores but can be the global leader of the nondurable industry if global expansion becomes reality.
Choice #1: Top Notch Staffing at Tanglewood. Every organization strives to develop and obtain a strong competitive advantage over the competition in their marketplace. One way to do so is to attract, hire, and maintain an experienced and knowledgeable workforce. Therefore, a staffing plan must be an integral part of any overall competitive business strategy planning. This is exactly what this staffing plan will do for Tanglewood in the future.
... They also will be able to identify various types of jobs in the media and discuss or write about them to analyze their career objectives.
Recruiting. In centralized organizations, alls recruiting is done by one group. It would be preferable for Tanglewood to use an open recruitment approach to reach as many possible candidates. Depending on what position is being filled, it is advised to use a mix of external and internal recruitment (Heneman III, Judge, &
...ther a job applicant has a tendency towards violence or other harassing behavior” (Stabile, 2002). Lastly, for some employers, it is often better to be able to test for specific traits in a particular job that might predict success or that might make an applicant a wrong fit for the particular job. For example, in service industries, employees deal directly with the public, so it is important to have a sense of the employee's prospective of service orientation, since the company is judged by the quality of the service provided. Another example is seen in a position that requires sales and constant communication with people, finding someone who leans toward extroversion might be more helpful for the organization's goals.
There are several advantages and disadvantages to using this particular vehicle to recruit potential employees. Using an internet recruitment service is more cost effective; a newspaper advertisement costs between $50 to $100, and is good for approximately ten days. An internet listing costs as little as $10, and lasts up to thirty days. Internet services also provide immediate results, where as newspaper ads can take as long as one week for the company to receive any responses. Lastly, utilizing the internet provides an employer access to a greater number and range of applicants . Disadvantages include a greater amount of responses to review, which can be very time consuming, many of which may not be ...
To conduct an extensive recruitment campaign such as Borgata engaged, I would most likely approach it in a similar manner, but with a twist, utilizing the same sort of resources such as “magazines, newspapers, radio, and billboards” Schadler, J. (2004). However, kicking-it-up-a-notch by advertising more widely on the internet, to include internet recruiters would no doubt reach more applicants, on a large scale, and higher quality. These combined ideas can provide a larger scale disbursement of recruitment information to mass numbers of potential applicants and orderly manage the predicted response by funneling it in an organized manner encouraging applicants to apply online. See Using the internet as the application source, this would expedite the recruiting process tremendously. I can remember the day when it took weeks by mail to receive a resume; then a response or phone call; the interview; then the response again. In my experience it can take weeks. By use of modern technology, you could potentially int...
The internet has opened new avenues for companies in regards to finding new candidates for filling vacant of newly created jobs. Companies now have their own websites where they can list current job opening. In addition, there are multiple job boards such as monster.com and hotjobs.com. There’s even the option of social media sites such like Facebook, Twitter, and LinkedIn where companies can post information about their company and current job offerings. In the past companies would rely on placing a want ad in the local newspaper or in a widely circulated industry magazine or journal, then they would wait for the applications and resumes to arrive via mail or hand delivery. The “old recruiting paradigm, aimed primarily at active candidates, was predominantly a ‘spray and pray’ method. The tools of the trade were want ads, paper applications, resumes, phone calls, face-to-face networking, and so forth. Employers sprayed want ads across pages of print media, and job seekers sprayed large numbers of resumes in the direction of potential employers; both prayed for good results.” (Joos, 2008) While these met...
On the negative end of this employers cold be basing a persons performance on this.
Since they are hiring the person and not to fill a specific job position, it keeps the people flexible and innovative.
Advertising." Current Issues: Macmillan Social Science Library. Detroit: Gale, 2010. Opposing Viewpoints in Context. Web. 4 Dec. 2013.
These statements are likely to impede the interviewee, and by “by judging others, we put them on guard because we communicate the message, ‘“I don’t approve of this aspect of you”’ (Kaplan & Saccuzzo, 2018). This could affect the interviewer’s goal of obtaining data about the subject because of their angst to reveal information. Instead, the interviewer could use an effective response such as an open-ended question. These types of questions keep the interview flowing, and as a result, can reveal deeper information to better understand the interviewee. An example of an open-ended question in this context would be, “What’s your occupational history like?” This enables the conversation to continue in a two-way process and not come to a
...oose from, however sorting through applications to remove unsuitable ones can be time consuming. The other negative is that you are only going to get people that are actively seeking. This is why they don’t just use this method. Another method is using social media. This method is effective because of how popular social media is today. It generates a wide reach and you can set it so certain people will see it, for example people living in certain areas, people of a certain age etc. This is very useful for NatureCare as they are looking for university graduates of at least 4-5 years ago. They can advertise to certain regions, or even people that have attended certain schools, such as UC. Social media recruiting is effective because it is not a high cost compared to traditional advertising and the hiring time can be reduced greatly.
Recruitment refers to those activities that an organization tries to attract people for applying a job in the organization. From these activities, chances will be given for people to apply jobs from there organization. An effective recruitment should have a right person in the right place at the right time; the main way to attract applicants can be listed as follows, walk-ins, employee referrals, advertising, websites, professional associations, educational associations, professional agencies, E-recruitment and world-of-mouth. Applicants can get some recruit informations form different ways; employees will provide a job description for those who are interested.