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

Position: Store associate
Reports to: Shift leaders
Qualification: Prior experience in sales, customer service and other areas interacting with the public.
Relevant labor market: Washington and Oregon
Timeline: Ongoing
Activities to undertake to source well-qualified candidates:
1. Local Newspaper advertising
2. Request company referrals
3. Use of kiosks
4. Contact staffing agencies and service-job agencies
Staff members involved: HR recruiting manager, Shift Leader, Department Manager Budget: $3,000-$6000

2. Describe the relative advantages of open versus targeted recruiting for Tanglewood.
In open recruitment, companies don’t focus their recruitment based on the usage of KSAOs. One reason for open recruitment would be because specific qualifications are not needed for the fulfillment of the sales associate position. All those who apply for the post are considered as qualified. The main advantage of this type of recruiting, is that this process is fair/equal, as all get the opportunity to apply. Moreover, it is useful when there is large number of employees. When looking at the desired results of hiring sales associates for Tanglewood, I would have to say that the open recruitment would be the best decision on the behalf of Tanglewood. The 50% turnover would cause the need for a higher pool of interviewed and qualified applicants. Media and referrals can be considered as open recruitment with both methods, a large number of employees can apply. With referrals, a person recommended can be employed without testing for his KSAOs. Kiosks also fall in this category as the organization itself is not screening the candidates. Kiosks provide opportunities for applicants to watch short videos at the entrance explaining what the job entails..

With targeted recruitment, the