Tanglewood caseCase3 1. Generate a recruiting guide for the store associate job .

Position: Store job associate R eports to: Regional mangers Qualification: College graduates or individuals who have extensive experience in another storechain directly into the assistant store managerial position R elevant labour market: Washington and Oregon Activities to undertake to source well-qualified candidates: 1. Regional newspaper advertising2. Request company referrals 3 . Contact kiosks and staff agencies and service-job agencies Staff members involved: Corporate HR recruiting manager Regional manager Budget: Around $12250 for each region2. D escribe the relative advantages of open versus targeted recruiting for Tanglewood . In open recruitment, companies do not segment the labour market on the basis of KSAOs.All those who apply for the post are considered as qualified. The advantage is that this process is fair as all get the opportunity to apply. Moreover, it is useful when there is largenumber of employees. On the basis of this, media and referrals can be considered as the openrecruitment as in both of them, a large number of employees can apply. In referral, a personrecommended can be emplyeed without testing for his KSAOs. Also, kiosks fall in thiscategory as the organization itself is not segmenting the candidates. Kiosks provideopportunities for applicants to watch short videos at the entrance explaining what the jobentails.In targeted recruitment, the organization identifies the qualified candidates. Under this, state job services can fall. The employment service is provided with a set of qualificationsrequired for work, and the employment services agency assists in providing initial screeningand hiring recommendations. 3 . E valuate data related to Tanglewoods historical recruiting methods to determinethe effectiveness for each method .