Recruitment and Selection in Business
Ahmed Dospatliev
In this assignment I am going to write about the recruitment process of Tesco and I
am going to compare it with the recruitment process of Google. I am going to explain
how they use the internal and external sources of recruiting. I also going to compare
the purposes of the documents used in the recruiting process in Tesco. And the end
of task 1 I am going to explain how useful the documents in the interview pack are
for Tesco in facilitating the interview process. For task 2 of this assignment I am
going to explain the impact of the legal and regulatory framework on recruiting and
selection process.
P1 Tesco is largest food retailer and also biggest private employer in the UK, Tesco
operates in 13 countries and 3 continents and it have more than 360,000 employees.
To manage all managerial and operational roles in the company, Tesco’s HR
manage professional structured process of recruiting and selection so to make sure
that the right people are on the right jobs in the company at the right time.
Workforce planning – It is very important for Tesco to plan their workforce, because
Tesco is fast growing company which open new store every 3.5 days and recruit on
average 71 people for each new store which means 71 people every 3.5 days. If
they do not plan their workforce they will not be able to analyse the future needs of
the company for particular skills, numbers of employees needed in future and
location. Every 3 months Tesco review their workforce which helps them to adjust
the staffing level and recruiting and where changes are needed. Tesco also fill many
available jobs in the company through the practice called ‘talent planning’. Every
year the employees of Tesco can apply for higher positions in the company.
Attracting and recruiting – Tesco advertise, attract and recruit through different
ways. As I said upper Tesco use the program called ‘talent planning’ to recruit
people directly from the company, which already know the company and how it
works. When there are no enough suitable people to fill all vacancies, Tesco start
recruiting people externally. For external recruiting Tesco list the vacancies in their
website or other jobs listing websites such as ‘indeed’ and ‘reer’ . People apply
online and when someone of the applicants is chosen he have to attend interview as
a final stage. People can also apply in the job centre and which is connected with
Tesco, they create a waiting list and when Tesco need someone they just call him.
Selection – First thing that Tesco do after the attracted candidates applied is
screening. That is very important part of the recruiting process in Tesco, because
insure that the selected candidates for an interview cover all company’s
requirements such as legal and skills requirements. In the screening Tesco’s
selectors look carefully at the candidates CV’s and summarise their work experience,
education, and skills. The chosen candidates are invited for an interview. The
successful candidates are invited for a second interview and the unsuccessful
Ahmed Dospatliev
In this assignment I am going to write about the recruitment process of Tesco and I
am going to compare it with the recruitment process of Google. I am going to explain
how they use the internal and external sources of recruiting. I also going to compare
the purposes of the documents used in the recruiting process in Tesco. And the end
of task 1 I am going to explain how useful the documents in the interview pack are
for Tesco in facilitating the interview process. For task 2 of this assignment I am
going to explain the impact of the legal and regulatory framework on recruiting and
selection process.
P1 Tesco is largest food retailer and also biggest private employer in the UK, Tesco
operates in 13 countries and 3 continents and it have more than 360,000 employees.
To manage all managerial and operational roles in the company, Tesco’s HR
manage professional structured process of recruiting and selection so to make sure
that the right people are on the right jobs in the company at the right time.
Workforce planning – It is very important for Tesco to plan their workforce, because
Tesco is fast growing company which open new store every 3.5 days and recruit on
average 71 people for each new store which means 71 people every 3.5 days. If
they do not plan their workforce they will not be able to analyse the future needs of
the company for particular skills, numbers of employees needed in future and
location. Every 3 months Tesco review their workforce which helps them to adjust
the staffing level and recruiting and where changes are needed. Tesco also fill many
available jobs in the company through the practice called ‘talent planning’. Every
year the employees of Tesco can apply for higher positions in the company.
Attracting and recruiting – Tesco advertise, attract and recruit through different
ways. As I said upper Tesco use the program called ‘talent planning’ to recruit
people directly from the company, which already know the company and how it
works. When there are no enough suitable people to fill all vacancies, Tesco start
recruiting people externally. For external recruiting Tesco list the vacancies in their
website or other jobs listing websites such as ‘indeed’ and ‘reer’ . People apply
online and when someone of the applicants is chosen he have to attend interview as
a final stage. People can also apply in the job centre and which is connected with
Tesco, they create a waiting list and when Tesco need someone they just call him.
Selection – First thing that Tesco do after the attracted candidates applied is
screening. That is very important part of the recruiting process in Tesco, because
insure that the selected candidates for an interview cover all company’s
requirements such as legal and skills requirements. In the screening Tesco’s
selectors look carefully at the candidates CV’s and summarise their work experience,
education, and skills. The chosen candidates are invited for an interview. The
successful candidates are invited for a second interview and the unsuccessful
