Financial Analysis of Tanglewood Company

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The cost of Tangelo’s recruitment was $2421 468.00. Northern Oregon suggested that the company uses kiosks and staffing agencies for hiring instead of relying on referrals. The student agrees with this suggestion as it will make the organization more successful and diverse. Tangelo’s management proposes that finding the cheapest way to hire is not enough and suggests using measures of employee performance besides cost and retention. Employment agencies and websites are beneficial for Tangelo’s recruitment, but they must implement positive training to retain new recruits. The student proposes targeted realistic and branded recruiting messages for Tangelo’s customer store associate positions. Realistic messages will attract individuals who understand the job’s intensity and will decrease turnover, while branded messages will appeal to individuals interested in the company’s benefits. The traditional arguments against realistic recruitment are on moral and practical grounds.

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The total cost was $2,421 ,468. 00. 4. Northern Oregon has suggested that the other divisions of the company use a policy of using kiosks and staffing agencies rather than using the more “touchy-feely’ method of relying on referrals. Does this division have a point? What would the effect of other regions increasing their use of external hiring be? Agree with the Northern Oregon. If everyone were to pursue the same hiring methods it would bridge them together more successfully as an organization. Also the kiosk is easily accessible to the individuals that may not have access o a computer in their residence.

Also staffing agencies can also he Tangoed reach a more diverse group of people. They will most likely find individuals that have the qualifying Osaka’s they are interested in performing the job. The other benefits of hiring externally, is the company has the ability to the train the associate to the company’s standards. All regions can create a diverse work group. 5. Tangelo’s top management is highly committed to improving customer service quality, and proposes that simply finding the cheapest way to hire is not sufficient.

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Besides costs and retention, what other measures of employee performance would be good “bottom line” metrics for the quality of a recruiting method? How might the managerial focus groups’ concerns fit with these alternative considerations? Employment agencies are a positive way for Tangoed to recruit potential sales associates. It has reduced cost of screening candidates, improved person/job match (He-man Ill). Applicants can be preferences. This will allow Tangoed to have better idea if the candidate meet the Osaka’s for the job. It can bring a more diverse of individuals to their organization.

Employment websites are beneficial as well. Tangoed again will have the ability to place a more descriptive analysis of the job requirements. It will afford them a better opportunity to recruit candidates with SHACKS they require. The disadvantage to the recruiting from employment websites brings higher turnovers. Tangoed will need to implement positive training, this would help to them retain their new recruits. 6. The question of realism in the recruitment policy has been raised in focus groups. Write one paragraph proposals for targeted, realistic, and branded recruiting messages for

Tangelo’s customer store associate positions. What are the traditional arguments for and against using realistic recruiting policies? Realistic, both positive and negative aspects of a job and organization described, some applicants will self out, those who remain will have a better understanding of the job and be less likely to leave. Sales associates job can be very intense, and being realistic to me would be more beneficial. This would encourage individuals who do not enjoy working with the public up close not to apply. In turn this would mean fewer turnovers for Tangelo’s organization.

Branded, an appealing description based on marketing principles, emphasizing unique features of the organization. Some workers are more interested in what the company has to offer and the benefits that come with that. These type of individuals will apply if they are interested in what the organization has to offer and will commit to learning all the processes of the company to be successful. The traditional arguments in regards to realistic recruitment, some would argue that this is not the best message to send applicants on moral practical ground.

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Financial Analysis of Tanglewood Company. (2018, Mar 11). Retrieved from

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