Pros And Cons Of Recruiting At Tanglewood

There are five primary methods of recruiting store associates used at Tanglewood:

1. Applicant- Job applications are completed through either the internet or an automated telephone process. Media expenses are a combination of initially setting up a contract with a media outlet, developing an advertisement, and the price of processing materials and interviews for each applicant.

Pros

1.Using electronic applications may open the job to a wider pool of applicants since applicants do not need to travel to the company site.

2. The system can force all mandatory fields to be completed, thus reducing the number of incomplete applications.

Cons

1. Implementing a software system to accept online applications typically requires an up-front investment.

2. Online systems introduce a whole host of potential technical issues and personal data security risks.

2. Referrals- Employees are encouraged to refer their friends to apply for work at Tanglewood. The referral process is enhanced by providing current employees with $100 for each friend they refer who is hired. Referral expenses are a combination of creating and maintaining records, the price of processing materials and interviews for each applicant, and the payment for each individual who is hired.

Pros

1.Works as a morale booster and the employees try to refer only the

Kiosk- An alternative method of recruiting that minimizes processing costs is to have a computerized kiosk in the main entrance to the stores. The kiosks look somewhat like ATM machines and feature a fully functioning keyboard and touch-screens. Unlike media advertisements and internet applications, the kiosks provide opportunities for applicants to also briefly interact with store employees after they complete their materials. Because the entire application process is completed electronically and scored automatically, there is no material cost, although there is still an initial processing and interview cost. Each kiosk costs approximately