P1: Describe the recruitment documentation used in a selected organisation.

The last list has names of the least suitable candidates for the job. These are the candidates who have been rejected for the position. Tesco usually places candidates in this category after they have filled the application form in the most inappropriate manner. These are the candidates who did not have any academic qualifications. In addition, such candidates did not demonstrate any people skills or any job related skills. However, their applications are held on file for a period of one year. Letters are sent to these candidates informing them of this decision. A detail of this letter is contained in appendix 2. These candidate’s applications are not reviewed as was the case for candidates belonging to the second category. (Berkeley, 2007)

Everyone has a different employability and transferable skill but I possess the following employability skills;

The first quality an employer will look for in an applicant is the qualifications they have. Are the qualifications suitable? Have they got a satisfactory amount? Sometimes the qualifications don’t matter depending on the particular job, but most of the time, employers will only take on people who have sufficient qualifications. The qualifications show that they have put a lot of effort into their education and care about their future. It is possible that the job they are applying for is a particular career path that they want to pursue for a long time; this would mean they would

ASDA’s Recruitment Process 1. Job Creation Strategy & Achievements At ASDA we recruit colleagues on the basis of their attitude and personality rather than qualifications and skills. We then train our successful candidates to develop their skills. The recruitment process normally starts 20 weeks prior to a new store opening. The new store’s People Service Manager works with the ASDA head office Resourcing Team to recruit local people. At this point we engage with Jobcentre Plus and set up a Local Employment Partnership (LEP). Since 2008, we have employed over 6,900 colleagues through LEPs. We also have an established relationship with Remploy – the leading provider of employment opportunities for disabled people – and have employed over

Tesco advertised the post internally on its intranet for two week and If it does not found any suitable people then their will advertised their job vacancy externally.

(Huffcutt et al. 2001) reported that criterion-related validities for interview are more reliable in recruiting and selection of a personnel. The interaction between the interviewer and interviewee are deems important to set up the reliability, validity, fairness, and utility of the recruitment selection process. Apart to that, based on Johnson Company requirement, the candidate should be able to perform market survey and deal with customer relation activities. From the facts, there is concern from that individual customers are drastically declining. The candidate must be able to do an analytical structure and initiative of follow up to tackle the issue. The candidate require to attend client feedback and gather teamwork solutions as well. The role also should cover tasks to conclude and manage to communicate the outcomes. It is essential for the candidate to have a proven organizational skills. The capability skills of problem solving and interpersonal skills are very crucial. This is because the main aspects for the position is able to communicate with customer and warehouse team to deliver some the products to the clients. The excellent communications and listening skills will be the advantage for the candidate. Through interview process, the interviewer must take consideration of the candidate willingness to travel and work on hectic period during the holiday season. The candidate have to be flexible and

Answers to these questions will be considered as part of your application file and will be used to evaluate your candidacy. Please focus your answers on skills and abilities that apply to the job you are seeking.

Job Centre’s are used as a method of recruitment as they are owned by the government so Tesco won’t have to pay for them to advertise the job and it will save the company both time and money. Job Centre’s is where most people who are unemployed go to receive information of available jobs and advice. They also offer employers extra training and support so they can recruit employees, for example, giving advice on different training opportunities such as apprenticeships.

This is the information which allows the candidate to understand if they are suitable for the role with the requirements that are set by the organisation. This is normally required for a known knowledgeable job which requires the candidate to fully understand the area of work. Organisations normally set a minimum level of qualifications. (Such as minimum C in Maths GCSE.)

Special Skills: List any job-related skills or qualifications that support your application for this position.

Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.

There are several different skills that are important to have to have no matter what the job

Apart from that, HR of Tesco are having recruitment and selection process to avoid the mismatching between person and the job. Tesco attract individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization. HR will select the best candidate from applicant pool that best suit for the job.

Employability has been defined as "the capability of getting and keeping satisfactory work". Graduate employers across all industries want more than just a degree; they want graduates who can demonstrate a wide range of skills, attributes and knowledge, often called ‘employability skills’. Graduate businesses over all ventures need something beyond a degree; they need graduates who can exhibit an extensive variety of abilities, properties and information, regularly called 'employability aptitudes'. (Hertsacuk, 2018)

This paper will address the issue with which a lot of people have been plagued: “Do I need a degree or experience for employment?” This is a question that is kind of hard to answer. Some job positions require one or both. There are even jobs that you do not really need one or the other, just plain common sense. But employers are supposed to have a process or procedure that they follow in order to hire the best candidate for the job. That process may include: a job opening, a completed application, an interview, reference check, and then an offer for employment. The prospects should be narrowed down according to the person (or people) that meet the requirements, whether it be education or experience (Hughes, 2005).