Chosen business: Tesco PLC
P1:
Tesco prefers to fill many positions available from within the company (internally). This is
due to their work ethic of knowing the significance of motivating its employees to advance
their careers with the company. Tesco engages in a procedure known as 'talent planning.'
This encourages people to advance through the organisation. Individuals can apply for
'bigger' jobs through an annual appraisal scheme. Employees identify roles in which they
want to advance their careers at Tesco. Their manager specifies the technical skills,
competencies, and behaviours required for these roles, as well as the training required, and
the time required for the individual to be ready for the job. This assists Tesco in meeting its
business objectives, as well as employees in meeting their personal and professional goals.
Tesco also advertises vacancies for external recruitment on the Tesco website www.tesco-
careers.com, in store vacancy boards, as well as online job recruitment websites such as,
www.uk.indeed.com, www.linkedin.com, and www.glassdoor.com. These job vacancies are
typically advertised for 2 weeks.
Applicants must apply online for managerial positions. Selected applicants will have an
interview followed by attendance at an assessment centre for the final stage of the selection
process. Those who wish to work in Tesco stores should bring their CVs or register with
Jobcentre Plus. People who apply in this manner are added to the store's waiting list, and
they are contacted as new positions become available.
However, Tesco advertises externally for harder-to-fill or more specialised jobs, such as
bakers and pharmacists, on its website and offline media, on television and radio, and on
Google or in magazines like The Appointment Journal.
Tesco will look for the most cost-effective way to attract qualified applicants. It is costly to
advertise on television, radio, and in some magazines, but it is sometimes necessary to
ensure that the right type of people learn about available positions. Tesco makes it simple
for applicants to learn about available positions and has a simple application process. An
applicant can learn about local jobs, management positions, and corporate positions by
visiting the Tesco website. People can submit their applications directly through the
website's online application form.
Tesco's selection process includes Tesco's selectors carefully reviewing each applicant's
curriculum vitae (CV). The candidate's education and work history are summarised in the
CV.
A candidate who has passed screening is invited to an assessment centre. Managers run the
assessment centres, which take place in-store. They contribute to consistency in the
selection process. Applicants are given a variety of exercises, such as team-building activities
and problem-solving exercises. These include examples of problems they might face at
work. Candidates who have been approved by the internal assessment centres will then be
P1:
Tesco prefers to fill many positions available from within the company (internally). This is
due to their work ethic of knowing the significance of motivating its employees to advance
their careers with the company. Tesco engages in a procedure known as 'talent planning.'
This encourages people to advance through the organisation. Individuals can apply for
'bigger' jobs through an annual appraisal scheme. Employees identify roles in which they
want to advance their careers at Tesco. Their manager specifies the technical skills,
competencies, and behaviours required for these roles, as well as the training required, and
the time required for the individual to be ready for the job. This assists Tesco in meeting its
business objectives, as well as employees in meeting their personal and professional goals.
Tesco also advertises vacancies for external recruitment on the Tesco website www.tesco-
careers.com, in store vacancy boards, as well as online job recruitment websites such as,
www.uk.indeed.com, www.linkedin.com, and www.glassdoor.com. These job vacancies are
typically advertised for 2 weeks.
Applicants must apply online for managerial positions. Selected applicants will have an
interview followed by attendance at an assessment centre for the final stage of the selection
process. Those who wish to work in Tesco stores should bring their CVs or register with
Jobcentre Plus. People who apply in this manner are added to the store's waiting list, and
they are contacted as new positions become available.
However, Tesco advertises externally for harder-to-fill or more specialised jobs, such as
bakers and pharmacists, on its website and offline media, on television and radio, and on
Google or in magazines like The Appointment Journal.
Tesco will look for the most cost-effective way to attract qualified applicants. It is costly to
advertise on television, radio, and in some magazines, but it is sometimes necessary to
ensure that the right type of people learn about available positions. Tesco makes it simple
for applicants to learn about available positions and has a simple application process. An
applicant can learn about local jobs, management positions, and corporate positions by
visiting the Tesco website. People can submit their applications directly through the
website's online application form.
Tesco's selection process includes Tesco's selectors carefully reviewing each applicant's
curriculum vitae (CV). The candidate's education and work history are summarised in the
CV.
A candidate who has passed screening is invited to an assessment centre. Managers run the
assessment centres, which take place in-store. They contribute to consistency in the
selection process. Applicants are given a variety of exercises, such as team-building activities
and problem-solving exercises. These include examples of problems they might face at
work. Candidates who have been approved by the internal assessment centres will then be
