Recruitment and Selection Process of Tesco

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

Recruitment refers to hire the best available option to perform the job. To exercise this Tesco have to advertise their available vacancies in different ways. The procedure of job will be according to the job available. Initially they prefer to do internal hiring. To fulfil vacancy they assess the level of talent available, then they either they rotate the employees at same level or do promotions. If they can’t get suitable person, then job will be advertised internally on the intranet for couple of weeks.

Once the analysis and job description for a job is complete, the next step would be to identify recruiting method to use in selecting candidates. Since recruiting is the first stage in the hiring process, it is important to attract qualified people who have the skills and experience the job demands. To do this, I will suggest that recruitment be done through job fairs and advertising.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.

Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).

Recruitment can be engaged in many different media, this allows Tesco to attract candidates from desired fields. Tesco’s organisational structure assists the managers in recruiting

A case study into the recruitment and selection processes at Tesco and how they link to business success.

The term job analysis describes the process of obtaining information about jobs. Regardless of how it is collected, it usually includes information about the tasks to be done on the job as well as the personal characteristics (education, experience, specialized training, personality) necessary to do the tasks (Cascio, 2005).

Job Analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job Analysis is a process where judgments are made about data

The different methods on improving recruitment and selection can be done through psychometric tests, assessment centres and job simulation. Both job description and person specification has its own different purposes but both are linked since the job description is derived by the person specification. A cost and benefit analysis helps in choosing the best one to use in advertising since it gives a brief

Internal recruitment can be done relatively cheaply and quickly; the vacancy can be advertised through staff notice boards, company intranet or company-wide emails.

Tesco aims to ensure that all roles work together to achieve their business objectives. It needs to ensure that it has the right number of people with right skill for the right job at the right time. To do this, Tesco has a arranged a process for recruitment and selection to attract applicants for both managerial and operational roles (Recruitment and selection,

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

The recruitment and selection process refers to where organisations use various methods in order to generate a pool of candidates that are suited to the job at hand and align with the organisations goals. With technology being used and relied on by many in the business world, it is important that organisations stay relevant by implementing both web-based applications methods and scientific tests to attract the best possible people for the job. These both have their benefits and negatives when used in the recruitment and selection process, but with some modifications, they would further aid organisations to attract the best possible employees to fit into the job.