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Dorsey 1
First, it is important to look for certain individuals to be recruiting
...
I am meaning people who have experience with the position they are applying for, people who have a
degree, people who are committed, people who are determined, and more
...
I would like to recruit people who are hard working and people who communicate well
...
Communication is very
important
...
This would probably be the most important requirement of being recruited into the
organization
...
I feel like the recruiting process should be no longer than two weeks
...
It shouldn’t take no longer than two weeks because after a long process, the employee may lose
interest, feel like they can’t get the job, and it wastes a lot of time
...
The majority of
people who can legally work, use social media
...
All over social media, you see ads of people boosting their company, and trying to recruit
people
...
Usually people put that they are hiring on billboards or windows in fast food drive- thru’s, but
it is a higher chance that someone would apply to a position if they are already on their phone
...
They would more than likely just pass it like another “we
are hiring” sign
...
People may have thought that working at Tangle wood, a new, and a popular
store, would have been exciting and some they thought was cool that they could have told their friends
...
My recruitment message would be Tanglewood is a newer company and has little to no complaints
...
It sells great quality products of many different items
...
There are only a
certain number of employees so there are not as many employees as other retail stores as well
...
Western Washington (Region 1)
Dorsey 2
It has historically been the largest and most profitable area, with a total of 25 stores in the region centered around Seattle
...
Because of its size and the large amounts of financial resources available, leadership
has been one of the most popular positions in this specific organization
...
The main methods of recruiting are referrals from their current employees
...
Lastly, to fill in those positions that aren’t met with the other three
methods, they use a kiosk method
...
The Eastern Washington division is about the same size as Western
Washington, with 25 stores total
...
Northern Oregon (Region 3)
The current top administrator for this area, Steven McDougal, has a reputation for being a technocrat, and has largely worked to
maintain the system he inherited when he first took over five years ago
...
Southern Oregon (Region 4)
Southern Oregon, with only 16 stores in the organization mostly in the Eugene area
...
This area is very new across the board in its hr
...
All three of these methods
were first tried in this region
...
The main methods are media and in-store
kiosks
...
The division declines the use of employee referrals, because the use of
signing bonuses leads to the hiring of unqualified employees who are chosen without enough qualifications due to favoritism
...
Using a Kiosk could improve the quality of employees' work and bring in more customers
...
I also believe that if one market store brings in kiosks, all of
them should
...
Managers want to find ways to reduce the amount of time they have to spend
with workign with new employees
...
Dorsey 3
Reference:
Tanglewood Casebook to Accompany Staffing Organizations, 9e 1