Tanglewood Case Study 3Recruiting GuidePosition: Sales AssociateReporting to: Team LeaderQualifications: All are welcome to applyRelevant job market: Pacific NorthwestTimeline: ContinuingActivities to undertake to find well-qualified candidates: Newspaper advertisingJob fairsCollege job fairsPublishing job vacancies on company websiteEmployee referralsInvolved staff members: HR recruiting manager, team leader , head of departmentBudget: open job targetsDepending on the positions available, the targets of this recruitment campaign are candidates enrolled in or recently graduated from high school as well as students currently enrolled at university. students. The reason for targeting high school students is due to the fact that there is a large hiring pool for this targeted area, especially for summer jobs. Targeting current students is because graduates are less likely to accept such an entry-level position as their goal is to move into management. As mentioned earlier, these candidates are not willing to put in the “time” before moving into a management position and prefer to seek a career path in their field of study. Based on their previous experience (my personal experience recruiting at work), for a targeted type of recruitment referrals and staffing agencies are the methods that seem most targeted. More details below: Media: Media advertising will give exposure to all types of candidates, from experienced to inexperienced. Jobs can be advertised in all kinds of places, from newspaper ads to online job postings on job sites like Careerbuilder.com and Monster.com. The downside to this type of advertising is that it involves quite a bit of work to weed out the multitude of applications...... middle of paper ...... start with the negative; with realistic policies, a company could risk airing “dirty laundry.” Since the policy shows the “negative” aspects of the position as well as the positive aspects, the possibility of a candidate giving up before even trying out for the position increases. This wouldn't matter if the candidates were low quality, but such practices tend to scare away high quality candidates. What are the positive aspects of such a policy? Well, since candidates know exactly what they're getting into since the position hasn't been "glorified", the turnover rate goes down. I'm more likely to have greater job satisfaction, because again, I know exactly what I'm getting into. I find this to be a good thing to do as part of the interview process, explaining exactly what the role entails on a day-to-day basis in order to prepare the candidate for the daily stresses that come with every job..