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Tanglewood 3: Recruiting (human Resource Class) - Case Study Example

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Assignment Name Byline Date Question 1 Step 1: Plan recruiting process Step 2 Determine positions needed and obtain approval for hiring Step 3 Create position description/job profile. Step 4: Decide selection criteria and how applicants will be rated Step 4: Depending on recruitment methods , post and advertise job posititon Step 5 Collect applications from both external and internal hires…
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Tanglewood Case 3: Recruiting (human Resource Class)
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Download file to see previous pages Step 8 Check references. Step 9 Make final selection. Question 2 Based on the information gleaned from the various Tanglewood case studies, the best targets for job recruitment would be females of different races and cultures. Of course, it is important that targeted employees have the necessary qualifications, but due to the low percentage of females—and in particular, African America females—Tanglewood employers should gear the job search toward these demographics. Out of the recruitment methods discussed in the third case study, those that would be most beneficial for a targeted recruitment would be state job services and staffing agencies(Kammeyer-Mueller, 2009).This is due to the fact that, in both cases, employers can give these third parties a list of desired qualifications and other pertinent information which are used by the state job services and staffing agencies to screen applicants in accordance to what they know the company is looking for. The more targeted methods allow employers to quickly sift through applicants to find those that are qualified. Open methods of recruitment would include applicants who apply by way of referrals, media advertisements, and kiosks. These are more open due to the fact that there is little or no screening prior to filling out an application. Anyone, regardless of qualifications or desired traits, can use these recruitment methods as a means of finding a job. Question 3 Based on the data, each recruitment method has its own specific result in terms of how much it costs versus how much it yields for the company. In order to determine whether or not a recruitment method is worthwhile, looking at the yearly employee retention rate in comparison to its cost is a good indicator. In Western Washington, media is the least successful method with a total cost of approximately $719,000. Media recruitment method had the lowest rate at 45 percent. The Kiosk method is only slightly more effective, but nearly doubles the cost at approximately $2.5 million and a yearly retention rate of 55 percent. The referral method is extremely expensive at a price of over $2.5 million. However, the retention rate is better than media and kiosk methods with a retention rate of 68 percent. The best recruitment method in Western Washington is using a job service company to garner new employees. It is the lowest costing method and it has a yearly retention rate of 75 percent. Eastern Washington uses three recruitment methods: media, referrals, and kiosk. Media is the least effective method as it costs approximately $1.7 million for a retention rate of 52 percent. The kiosk method is slightly more effective in this geographical area with a 64 percent rate of retention and a cost of just under $2 million. The referral method is very pricey at $2.5 million as it total cost, but it does have the best retention rate of the three with 75 percent of employees remaining with the company after a one year period. Northern Oregon utilizes the media, kiosk, and job agency methods of recruitment. The least effective method in terms of cost versus yield is the media. While it is the least costing method in this area at just over $1 million, it only has a 45 percent retention rate. The kiosk is a middling recruitment option here. It is a very costly at nearly $2.3 million, and the cost simply cannot justify the 64 percent retention ...Download file to see next pagesRead More
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