Jobs come available due to:
- New stores open and new staff are needed
- Member of staff retires or gets sacked
At Tesco we aim to attract the right standard of applicants to apply for the job vacancies here at the company. Here at Tesco we advertise in many different ways, depending on the type of job available.
Firstly we seek to fill many vacancies from within the company. We recognise the importance of motivating our staff to progress their careers with the company. At Tesco we help staff through an annual appraisal scheme; this is where individuals can apply for ‘bigger’ jobs. While staff are working through the appraisal scheme they will be but into the talent plan. This encourages people to work their way through and up the organisation. Our talent plan looks internally; to show us a list of our current employees looking to more to a different shop to work at the same level or they could be looking for a promotion. If we do not feel there is a suitable person in the talent plan or management development programme we will advertise the job on our intranet for two weeks.
For external recruitment, we advertise vacancies via our website (www.tesco-careers.com) or through vacancy boards in stores. Applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process. People interested in store-based jobs with Tesco can approach stores with their CV or register though Jobcentre Plus. The store prepares a waiting list of people applying in this way and calls them in as jobs become available.
For harder-to-fill or more specialist jobs, such as bakers and pharmacists, we have to advertise externally:
• Through our website and offline media
• Through television and radio
• By placing advertisements on Google or in magazines
We will the most cost-effective way of attracting the right applicants. It is expensive to advertise on television and radio, and in some magazines, but sometimes this is necessary to ensure the right type of people get to learn about the vacancies.
After all job applicants have applied for the job we go through a process called “selection” this involves choosing the most suitable people from those that apply for a vacancy. At Tesco we find screening candidates is a very important part of the selection process because it ensures that those selected for interview fit best within the job requirements.
A candidate who passes screening attends an assessment centre. The assessment centres take place in store and are run by one of our managers. They help to provide stability in the selection process. Applicants are given various exercises, including team-working activities or problem solving exercises. These involve examples of problems they might have to deal with at work. Candidates approved by the internal assessment centres then have an interview, if successful candidate will be send a letter and a contract.
At Tesco we also work hard to keep staff happy and make sure they have the right skills for the company. We have six work levels within the organisation; this helps us gain a clear structure for managing and controlling the organisation.
Each level requires particular skills and behaviours.
• Work level 1 – Staff with frontline jobs working directly with customers. Various in-store tasks, such as filling shelves with stock. Requires the ability to work accurately and with enthusiasm and to interact well with others
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• Work level 2 – Staff leading a team of employees who deal directly with customers. Requires the ability to manage resources, to set targets, to manage and motivate others.
• Work level 3 – Staff running an operating unit. Requires management skills, including planning, target setting and reporting.
• Work level 4 – Staff supporting operating units and recommending strategic change. Requires good knowledge of the business, the skills to analyse information and to make decisions, and the ability to lead others.
• Work level 5 – Staff responsible for the performance of Tesco as a whole. Requires the ability to lead and direct others, and to make major decisions.
• Work level 6 – Staff creating the purpose, values and goals for Tesco plc. Responsibility for Tesco’s performance. Requires a good overview of retailing, and the ability to build a vision for the future and lead the whole organisation.
