Shams Sherzad ID-279105
Tesco
Introduction
In this task I will be looking at one big business where they have over 250 employees and write
about how they recruit and select candidates and also, I have to write about how and why they
adheres to recruitment and what the ethical and comply with current employment law.
After I have done that, I need to analyse the different methods of recruiting and for the last one I
need to evaluate the recruitment processes used and how they contribute to the success.
And therefore, have a choose to write about Tesco who got more than 250 employees
and is a big business and because of that I will be able to find much information about it
to make this assignment as good as possible and explain how they recruit and select etc.
P1 Explain how a large business recruits and selects giving reasons for their
processes.
Tesco has some recruitment methods and procedure to recruit and find the best
candidate for Tesco.
What Tesco does first is to look at why they need to hire candidates and where. Vacancies
can occur when a person gets promoted and the role the worker used to work in is
available, or when someone leaves etc.
After that Tesco needs to make a job description where they write about all the duties,
responsibilities the job/role needs.
Tesco has many roles, one is for example checkout retail. Then Tesco needs to write about
what the candidate needs and what the candidate will be doing and must know the
machines. If Tesco wants the right person for the job, they need to write as perfect job
description as possible.
Later, they need to write a person specification where they have to know about,
Qualification, skills, knowledge and experience and other information.
When a candidate writes in the person specification, it makes it easier for Tesco to see and
choose the most qualified candidate. For example, the checkout retailer. Tesco will be
needing candidates who are got at handling the checkout machine, good customer
experience, know the products etc.
Then Tesco can advertise their job vacancy. The procedure and methods is.
Tesco advertise job vacancies from their Tesco website or through the board in stores.
, Shams Sherzad ID-279105
From there, candidates can apply to the job and upload their CV while answering some
questions.
After the application then if the candidate is successful they will be contacted and invited
for an interview.
After the interview if the candidate is successful again, the person will be sent to the
screening attend assessments centre. And if the candidate did not success in the first
interview, the candidate will be receive a letter where it explains why the person wasn’t
successful.
However, the successful candidate will be invited to the assessment centre, where the
candidate is getting some exercises to do and also some activities where teamwork comes in
or activities where you have to solve problems by your own.
And all of this happens with a manager and in store, so that the applicant gets the feeling of
how he or she will be working and how the environment is in the workplace. If the
candidate successfully does well in the assessment centre, applicant will be invited for the
second last interview to make sure that the candidate has everything that the company
needs and fits for the job, so that the candidate can start working for them. After the last
interview if the candidate is successful, they will send a letter to the candidate and a
contract.
When stores like Tesco or other companies wants to recruit, they first look at the internal
plan to fill a vacancy where they see if there is already some of the employees who wants to
work some other place in the company or promotion. Why they look in the internal
recruitment is because it’s cheaper and the managers already know what his employees can
do and has experience of.
That’s the first thing they do before looking for hire external. When they advertise external
recruitment then it is not cheap for a business. Because to advertise a vacancy is expensive
and takes time also. They must wait for candidates to apply then Tesco needs to go through
the applicant's application and have interview and the whole procedure. External
recruitment can be good because they get more candidates and the candidates may have
better ideas to improve the workplace or the business. It can take time for the business to
recruit external.
When it comes to selection it’s always hard to choose which candidate to pick. So therefore,
Tesco first look and read clearly and slow through all the candidates CV. By reading their CV
the selectors from Tesco can see all the details about the applicant. For example, what
experience the candidate has, how old he/she is, what they are good at, why they applied
for this job and what kind of education the candidate has etc.
If CV is written very good and has all information about the candidate and every detail that
the selector needs, then it is easier for the Tesco selector to see if the candidate match for
the job.
So, to make it easier for Tesco to select, hey have these stages and the assessment centre
where the manager sees if the candidate is the right person for the job.
Therefore, a job description and person specification are important because it helps the
business to select. Job specification is important for the manager or whoever that hiring, to
look what the applicant knows and what skills, knowledge etc.
Job description is what the duties, responsibilities etc of a job is.
Tesco
Introduction
In this task I will be looking at one big business where they have over 250 employees and write
about how they recruit and select candidates and also, I have to write about how and why they
adheres to recruitment and what the ethical and comply with current employment law.
After I have done that, I need to analyse the different methods of recruiting and for the last one I
need to evaluate the recruitment processes used and how they contribute to the success.
And therefore, have a choose to write about Tesco who got more than 250 employees
and is a big business and because of that I will be able to find much information about it
to make this assignment as good as possible and explain how they recruit and select etc.
P1 Explain how a large business recruits and selects giving reasons for their
processes.
Tesco has some recruitment methods and procedure to recruit and find the best
candidate for Tesco.
What Tesco does first is to look at why they need to hire candidates and where. Vacancies
can occur when a person gets promoted and the role the worker used to work in is
available, or when someone leaves etc.
After that Tesco needs to make a job description where they write about all the duties,
responsibilities the job/role needs.
Tesco has many roles, one is for example checkout retail. Then Tesco needs to write about
what the candidate needs and what the candidate will be doing and must know the
machines. If Tesco wants the right person for the job, they need to write as perfect job
description as possible.
Later, they need to write a person specification where they have to know about,
Qualification, skills, knowledge and experience and other information.
When a candidate writes in the person specification, it makes it easier for Tesco to see and
choose the most qualified candidate. For example, the checkout retailer. Tesco will be
needing candidates who are got at handling the checkout machine, good customer
experience, know the products etc.
Then Tesco can advertise their job vacancy. The procedure and methods is.
Tesco advertise job vacancies from their Tesco website or through the board in stores.
, Shams Sherzad ID-279105
From there, candidates can apply to the job and upload their CV while answering some
questions.
After the application then if the candidate is successful they will be contacted and invited
for an interview.
After the interview if the candidate is successful again, the person will be sent to the
screening attend assessments centre. And if the candidate did not success in the first
interview, the candidate will be receive a letter where it explains why the person wasn’t
successful.
However, the successful candidate will be invited to the assessment centre, where the
candidate is getting some exercises to do and also some activities where teamwork comes in
or activities where you have to solve problems by your own.
And all of this happens with a manager and in store, so that the applicant gets the feeling of
how he or she will be working and how the environment is in the workplace. If the
candidate successfully does well in the assessment centre, applicant will be invited for the
second last interview to make sure that the candidate has everything that the company
needs and fits for the job, so that the candidate can start working for them. After the last
interview if the candidate is successful, they will send a letter to the candidate and a
contract.
When stores like Tesco or other companies wants to recruit, they first look at the internal
plan to fill a vacancy where they see if there is already some of the employees who wants to
work some other place in the company or promotion. Why they look in the internal
recruitment is because it’s cheaper and the managers already know what his employees can
do and has experience of.
That’s the first thing they do before looking for hire external. When they advertise external
recruitment then it is not cheap for a business. Because to advertise a vacancy is expensive
and takes time also. They must wait for candidates to apply then Tesco needs to go through
the applicant's application and have interview and the whole procedure. External
recruitment can be good because they get more candidates and the candidates may have
better ideas to improve the workplace or the business. It can take time for the business to
recruit external.
When it comes to selection it’s always hard to choose which candidate to pick. So therefore,
Tesco first look and read clearly and slow through all the candidates CV. By reading their CV
the selectors from Tesco can see all the details about the applicant. For example, what
experience the candidate has, how old he/she is, what they are good at, why they applied
for this job and what kind of education the candidate has etc.
If CV is written very good and has all information about the candidate and every detail that
the selector needs, then it is easier for the Tesco selector to see if the candidate match for
the job.
So, to make it easier for Tesco to select, hey have these stages and the assessment centre
where the manager sees if the candidate is the right person for the job.
Therefore, a job description and person specification are important because it helps the
business to select. Job specification is important for the manager or whoever that hiring, to
look what the applicant knows and what skills, knowledge etc.
Job description is what the duties, responsibilities etc of a job is.
