This process narrows the pool of potential applicants, allowing the organization to concentrate efforts on the most qualified (Mello, J. A 2011). For example, state job services and staffing agencies can be viewed as targeted recruiting method. According to Tanglewood Casebook, “the employment service help with providing a set of qualifications required for work, and assists in providing initial screening and hiring recommendations” (Kammeyer-Mueller, J. p.21, 2015). In addition, employee referrals can be an example of targeted recruitment since current employees inform the potential applicants about the organization culture and background of how the work is done in Tanglewood. Overall, this method is best when the organization needs specific skill sets that are short in supply which is the staffing situation and recruiting goal of Tanglewood for the potential future and its need. After analyzing the current recruiting yield data of each region, we believe that Tanglewood should utilize staffing agencies and referrals as their primary methods of recruiting. …show more content…
They both had the result of successful and higher retention rates, although referrals may acquire higher cost in large stores. Due to this, although the Northern Oregon store does not suggest using the method of referrals, we conclude that it is one of the most reliable sources in finding potential candidates who fit in the unique culture of Tanglewood. By using referrals, the organization can reduce the excessive lag time and the effort necessary to address multiple candidates. Moreover, referrals provide a realistic preview of the job from the existing employees which acknowledge the applicants of what to expect from working in the Tanglewood store. By doing so, this method can reduce the high turnover rate that organization has, while increasing commitment, and performance of future employees. There are two main concerns for Tanglewood in staffing: 1) high turnover rate which is about 50 percent, and 2) the excessive lag time between initial contact between many applicants and hire decisions (Kammeyer-Mueller, J. p.24, 2015). As a consequence, if the other regions increased their use of external methods, the effects are that they would have an issue with hiring unknown entities who may not fit into the job and organization, and excessive lag time which is a time-consuming effort in assessing a large number of applicants who applied for the position. Besides costs and retention, other measures of employee performance that would be good for the quality of a recruiting