LP 4.4 Tanglewood Case #3
Stephanie Opsahl
Andrew Paasch - Employee Recruitment/Retention - #81698
Recruitment Guide for Store Associates at Tanglewood Stores
Position: Store Associate
Reports to: Store Managers
Qualifications: Experience in retail is desired
Relevant Labor Market: Western and Eastern Washington, Northern and Southern Oregon
Timeline: Ongoing
Activities to undertake to source well-qualified candidates:
Regional newspaper, radio, and television advertising
Request employee referrals
Set up employment kiosk in all stores
Contact state job services and staffing agencies (StoreStaff)
Staff Members Involved:
Store Managers
HR personnel
Budget: Unknown
Recruiting Efforts “Targets” Media – This method is more like targeted recruitment because the company can tailor the advertisement to the group of people they are looking for. Employers can diversify their applicant pool by placing ads in media that reach a wide array of people and can focus each ad to reach out to different demographic groups. Employment websites can also provide targeted advertising to find applicants with more diversity, specific knowledge areas, and reward seekers who may want flexible hours or fully paid health insurance plans. Referrals – This method is more of an open recruiting, because it can bring in a diverse group depending on current employees at the store. Employee referrals most often bring in high-quality hires for a low cost per hire and have a decreased hiring time. They also allow companies an opportunity to strengthen bonds with current employees by offering monetary or other incentives. In addition, employees hired through referrals are less likely to leave the company. Sometimes this method doesn’t work too well due to lack of employee motivation or ability to make referrals. This method can be costly due to the rewards they offer employees for their referrals. Kiosk - This is more of an open recruitment method, because any person who walks through the store can apply regardless of whether they have access to internet at home or not. Applicants can watch videos on the kiosk to see what the job will consist of and can fill out the application and send to the company quickly and easily. The company does not have a cost for materials with this recruitment method because it is all done electronically, but there is a good price tag initially for the kiosk itself. State Job Services – This is more of an open recruitment method, because it aims at reaching large segments of the population and offers a variety of skills certification programs that are highly sought after by employers. This service prepares people looking for jobs in entry level positions by offering specialized training, work ethic training, and general job skills training. This service is funded by employer paid payroll taxes and helps many people who are unemployed to find jobs. Staffing Agency – This recruitment is more of a targeted recruiting, because the agency looks at the candidate’s credentials and matches them with employers who are looking for people like them. Employees hired from staffing agencies are sometimes less expensive to hire because the agencies may have done some training with their candidates, but the company must also pay the agency for finding, screening, and presenting these candidates to them which can be costly. These agencies can find temporary employees, provide trial employment for temporary to permanent jobs, or directly hire into the workforce.
Yields and Costs of Recruitment Methods In Western Washington, it seems that using employee referrals and job services had a higher retention rate after one year of 69% and 75% respectively, but employee referrals had a more productive hiring rate at 31%. Employee referrals also cost less per one year survival than the other three methods. Media appears to be the least effective method with only 15% hiring rate and 45% one year retention and
