Position: Customer Service
Reports to: Human resource
Relevant labour market: North Oregon
Activities to undertake to source well qualified candidates: Kiosk
Staff members involved: Human Resource
Budget: $ 22,036
The data on the job recruitment has specific targets. The data that is available is obtained from four divisions of the organization. The concerns that are often taken into consideration are the number of people who actually completed the application for the specific job, the number of people who actually qualified for the job that they applied for, the number of people who are in receipt of the offer for the job and have subsequently accepted the job and the number of individuals who are retained by the organization after six months and one year after being hired (Wild & Goodman, 2009).
The cost and yield investment in each method is different. The cost of setting up in agency is the most expensive while the variable costs differ per method. The most expensive method in terms of investment is media and referrals and job agencies.
Kiosks as opposed to referrals were used in Northern Oregon. This method was more effective because of the different philosophy of operations. The decisions in these cases have always been seen against its specific consequences financially. The decision making is a hierarchical process and each level of the structure of the organization is assigned specific roles. The top administrator was anticipated to retain the initial process inherited from predecessors in the company with 18stores in the region.
The recruiting process in Northern Oregon was placed in three primary categories. The chief method is media and in store kiosks which has also advanced to using staffing agencies. This method does not use employee referrals because the use of signing bonuses has the effect of employing individuals who are not qualified. The individuals are only selected on the basis of favouritism. Increase in use of external hiring would be an unbiased selection process that only selects qualified individuals (Wild & Goodman, 2009).
Question 5 The selection of an employee is based on cost and retention of that specific employee. Other concerns that are looked into by Tanglewood during recruitment are cultural diversity of the selected group of persons. Managers also often share ideas on the best recruitment methods. The main methods of recruitment are advertisement through the media, referrals by other employees, kiosk which reduces cost by having computerized centres, job services and staffing agencies.
The other concern by managers is time lapse between initial contact with the qualified individual and the final recruitment process. Many qualified people fall out of the process throughout the cumbersome process. Managers also want to reduce the time period within which they complete the process of hiring.
Managers also look at experience especially concerning customer service and sales. New employees were often discharged due to production of inadequate customer service. Employees often got frustrated and became hostile towards customers. Managers therefore wanted to give more realistic introduction to the difficulties that may be faced by employees in the customer service roles. However, managers also wanted a more positive message that will bring more qualified individuals.
This led to introduction of the realism in the recruitment policy. Managers wanted messages that are more specific in targeting the types of people wanted to fit in the Tanglewood stores culture. The managers noted that several elements of the culture of the organization as playing an essential part in the strategy set by the company.
Wild, M., & Goodman, V. (2009). Tanglewood.