Hrm 594 Strategic Staffing

The Tanglewood organization should focus on acquiring people with general KSAOs. This will allow the company to obtain employees that will be able to do variety of job that are currently needed and ones that may be needed in the future. (Heneman, Judge, & Kammeyer-Mueller, 2006, p. 31)

* By acquiring external talents, Tanglewood would safe on the development costs, however, they would not be aware of Tanglewood’s culture.

The method of recruiting has significantly changed over time. Today, there is less reading through stacks of resumes and more interacting with potential employees on a casual and formal basis. The method of job recruiting can include many different channels and practices. These methods can consist of practices such as attending job fairs, promoting from within, online and college recruiting, and referrals. Most recruiting methods are face-to-face interactions between the employer and potential employee. This gives the employers a chance to see the candidate in person, how they present themselves, and what they can bring to their company.

Recruitment can incur a very large cost to an employer, therefore, organizations try to uses the method of recruitment which will have the lowest cost impact to the organization for each candidate.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

Once the analysis and job description for a job is complete, the next step would be to identify recruiting method to use in selecting candidates. Since recruiting is the first stage in the hiring process, it is important to attract qualified people who have the skills and experience the job demands. To do this, I will suggest that recruitment be done through job fairs and advertising.

Gonzalez suggest that Mr. Root has the intentions of creating negative publicity and has been in contact with the law firm with whom are taking his case. In addition his actions based upon the information provided do not represent the level of loyalty and respect for the organization that is required of persons that are wishing to be promoted to higher levels within the organization. This neither information that we are provided does not provide nor give sufficient insight to this case that should/would warrant the need for Tanglewood to change/adjust its current promotion system for employees. The most important thing to remember is that you will need to be able to justify your decision. Documentation is key and required to be in compliance with OFCCP requirements. As one of the most critical steps in the process, it is important to keep the following in mind: The best candidate for the position was chosen based on qualifications. The candidate will help to carry out Tanglewoods mission

Tanglewood is currently in need of a new manager for their flagship store in Spokane. 20 individuals were contacted as potential candidates, with internal candidates contacted via referrals by regional managers and external candidates that were based on nominations from corporate offices. A total of 10 candidates have taken up the application. The company is in possession of their resumes, retail knowledge tests, standardized test scores from the Marshfield Applicant Exam, biographical data, and two personality dimensions tests. This information will be used in determining the company’s choice for the position.

The organization should continue to do what it’s doing; which is overstaffing. There are an abundance of department managers and assistant mangers that aren’t completely necessary. But by doing so, Tanglewood can benefit by having a stockpile of talent. In other words having replacement in place incase of turnover, retirement or promotion. Stores are also equipped with staff for peak season shopping.

The job service targets key KSAO shortages since it consists of people with specialized skills. It also targets former military personnel, because they also have key competencies that are part of the job qualifications. It would also target former employees since this group had “good track records while they were employees” which also fits for the job service recommendations (Heneman, 2009, pg. 214).

Many different avenues exist that can be utilized in the recruitment process. While traditional methods of recruitment such as newspaper advertisements employee referral programs are still be used, many companies, including Fortune 500 companies, are moving towards more technologically advanced avenues such as career opportunity pages on the company website, online job boards, social media, etc. The way an organization presents itself using any of these avenues is essential to the recruitment process as it is the only opportunity for the organization to attract

Tanglewood should continue to overstaff. There is currently an abundance of department managers and assistant mangers that may at times border on surplus. However, Tanglewood can benefit by having a stockpile of talent by ensuring smooth succession in case of turnover, retirement or promotion. Overstaffing also ensures that trained staff is available during peak seasonal periods to ensure quality and the superior customer experience that consistent with the company’s values.

Currently there are only two methods of recruiting being used that contribute to the high turnover rate. If the organization hopes to increase customer service, and decrease turnover. We will have to implement a contingency plan to anticipate for planned, or unplanned turnover. For example, managers should make sure to have an up to date file of possible recruits. Since there is no current recruiting tactics-taking place, all the managers from every department must set up monthly meetings to discuss possible hiring needs. As we move forward as a company, we must become more aggressive when hiring, by using two hiring methods.

Organizations can be more effective in recruiting practices when they do the following: 1) analyze and evaluate future organizational goals (strategic planning); 2) make projections of turnover rates within group-level job tasks (successive planning); 3) assess current members’ skill and knowledge levels (promotion or shifts between job

Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”