Recruitment guide: Tanglewood Region

 

Recruitment guide for Tanglewood Region

Position: Store Associate

Reports to: Sales Manager

Qualifications Labor Market:

Should be Guest focused

Able to run cash register, inventory transactions and balances cash

Well organized to ensure cleanliness, stock shelves neatness

Well versed with safety regulations  

Timeline

Continuous recruiting

Activities Sources Utilized to Recruit Qualified Candidates/Recruiting Methods:

Media – advertising, radio, television

Employee referrals

Job service applicants

State Job Services

Staffing members involved:

Human man resource manager

Sales Departmental manager

Assistant store operations manager

Budget: $2,500 -$  4,000 for each hire

 

 

Recruitment methods

Tanglewood has been experiencing high turnover rate a case which similar to the any retail organization in the industry and hence needs recruitment process of method that will get the best target employees and ensure less turnover rates. This will be enabled by adopting the right methods which will ensure that the appropriate candidates are sort, recruited and hired at minimum costs.  For the store department to attract a group of applicants who are personally and culturally diverse, it has to include the store manager has to include the help of assistants operations manager in the stores and the human resource department in the organization.   For an organization to recruit the best employees, the management has to determine the right target for the position even before meeting the applicants willing to occupy it (Schmitt, 2012).  The right recruitment methods have to target even the passive candidates since these are not easy to recruit through the traditional channels of recruitment.   Considering that that the culture depicted for Tanglewood is employee development and participation, the right target group for recruitment efforts should be the passive potential candidates or job seekers. These job seekers  are more likely to be happy in their recruitment positions and are  not likely to be interested in changing  jobs  frequently , a factor that can help the organization to reduce on it turnover rates . Employees who are satisfied with their current positions are normally more likely to be closely engaged with their roles than employees who will be actively seeking for better jobs in the market (Kreitner, Cassidy & VanHuss, 2014). The passive candidates are likely to embrace learning opportunities which will align with Tanglewood’s desire for an enhanced recruitment policy and better system for recruiting store associates.   In addition, targeting the passive job seekers means that the firm will be able to reach different individuals with varying personalities and cultural exposures since a many job seekers may be sort from across large areas.

The media

The use of media advertising for associate store’s position will involves sources such as television, radio and newspaper. This is an open method which will enable the recruiters to reach out to a large population of potential recruits especially experienced individuals in the retail industry.

Use of referrals

This is very appropriate method that can result in hiring the needed store associate.  The firm can use the established employee’s network to seek for a candidate who meets the specified qualifications for the position.  Employees have access to various community organizations, job fairs and training events where they can connect with potential candidates for the position besides the possibility that they already know some qualified individuals.  The company will then be able to attract recruits who are knowledgeable about retail industry, in addition to other qualities that may augur well with this position.

Use of kiosks

This method should be perceived as an open recruitment method where the applicants who pass the required qualifications can submit their applications. The applications from anyone willing to fill the position will be accepted and ten more information is provided about the vacancy to allow applicant make up their minds .The method can attract a large pool of applicants who were not initially targeted.

State Job services

This is a target recruiting method that can target the intended employees who meet the required qualification. The method can help in directing the recruitment efforts to only the desired candidates at reduced costs due to the benefits of subsidies. This method can target potential graduates or new entrants in the retail industry.

Staff Agency

This is targeted method of recruitment where those applicants who have a specialty in retail industry being the main target. It involves outsourcing and temporary employees can be provided while the company is in the process of hiring permanent one who fit the firm. For Western Washington division, the returns on job services are about 20 % less than referrals; retention between job services and referrals is about 81 % with a possibility of 1 year retention rate. Kiosks and advertising provided the least hires. For Eastern Washington the most hire came from referrals with 1 year retention at lowest cost for each hire. Returns for media were about 22% less of a year retention and 340 hires. The Northern Oregon Division had hire cost per hire due to high set up cost and kiosk preference.  About 2,600 and 1300 more applications were received for staffing and media advertising in that order. Staffing agency has higher 40 % rate of hiring even though its cost is quite minimal.  The Southern Oregon region, the difference between hiring returns for staffing agency and referrals is about 8% though the referral is less costly.

Suggestion for using staffing agencies and kiosks is better since more targeted applicants and untargeted applicants can be reached through the methods.  If the other regions use utilizes more external hiring, more cost could be incurred. Apart from retention and qualifications, training cost required and desire for personal growth are important measures that should also be factored in the process.  

Statement

Tanglewood mission includes offering the best customer care services through competent employees while enhancing their personal and career growth and development. This organization promotes a culture of honesty, ethical dealings with all stakeholders and a favorable working environment that appreciates and rewards individual and teamwork performance.

Reference

Schmitt, N. (2012). The Oxford handbook of personnel assessment and selection. New York: Oxford University Press.

Kreitner, R., Cassidy, C., & VanHuss, S. H. (2014). Administrative management: Setting people up for success. 137 -138