The recruitment process for KFC is similar to Sainsbury’s. You can look up and apply to vacancies online. Also included is an assessment test which allows them to get to know a bit about you. Once the application is submitted it will go through a screening stage where the assessment will be scored. If successful, the general manager will contact you to discuss your application in more detail and invite you to a face to face interview and arranges a job realistic preview (where you get to meet the team and get to ask them any questions about working for this company). If successful, then they will be offered the position.
There aren’t many differences between the two processes as they both encourage online applications which involve an assessment. They both invite you to an individual interview if successful. The only difference between them is that during the interview Sainsbury’s include a group activity, which involve other applicants, whereas KFC have a 30 minute work sample where you get to meet some of the team.
Out of the two businesses I would prefer to apply to Sainsbury’s because of the way they have set up there online recruiting. They make it easier to find vacancies in your local area and list the hours that are available and give you more information about the position you intend to apply for. Plus, there are many different positions to choose from as not only have you got shelf stacking and checkouts, you’ve also got jobs behind the scenes like administration. Where as with KFC you’ve got kitchen work and till work.
The retention process at Sainsbury’s is that they offer many different types of benefits for employees, but they will only come into affect after the 6 month probation period and these are:
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Colleague discount card - 10% for most of the year with occasional increase up to 15%
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Annual Bonus Scheme – encourages the staff to meet targets throughout the year.
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Family Friendly Policies – maternity and paternity leave.
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Parental leave – can take up to 13 weeks unpaid leave for each child under the age of 5.
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Childcare vouchers – workers can exchange part of their salary for childcare vouchers.
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Pensions – can join a contributory pension scheme.
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Life assurance – applies to all pension scheme members, a loved one will receive 4 times the annual salary in an event of death in service.
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Save as you earn – offers all employees to save between £5 and £250 per pay period for a fixed 3 or 5 year term annually.
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Sainsbury’s share purchase plan – gives employees options to buy shares in the company.
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Voluntary benefits programme – employees can benefit reduced rates on a wide range of products and services from many different suppliers e.g. motoring and dental insurance to airport car parking and travel.
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Career breaks – allows eligible employees to have a maximum of a year off to pursue personal development.
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Sainsbury’s social association – this allows discounts for members on many outings and leisure activities that have been organised, and also entitles exclusive leisure discounts for a wide range of services.
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Shining star incentive programme – this recognises workers who do a great job both working as individuals and as part of a team and is rewarded with Sainsbury’s vouchers.
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Award for long service – celebrates and recognises colleagues who have worked 5, 10, 15, 25 and 40 years of services.
After looking at the retention process for Sainsbury’s I would still choose to apply to them as they offer many different benefits and rewards once you have past the probation period. They have options to suit everyone for example the discount card, not only does this benefit Sainsbury’s by encouraging their workers to shop their but it gives great saving to the staff, especially when combined with other offers in store.