• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Recruitment at Tescos

Extracts from this document...


Unit 2 Strand D Recruitment Organisations around the world have different recruitment policies. These policies are made in order to make a fair recruitment, and everyone in the company has to follow it. With Tesco being one of the biggest UK leading supermarkets, it is continuously expanding in different areas, for example Tesco Insurance. This means that around UK Tesco has a large amount of new stores opening up, thus they require a wide range of staff with a range of different skills. In order to gather all the people that have these skills and abilities, Tesco have to set recruitment standards. These are: 1. Identifying the vacancy 2. drawing up a job description 3. creating a person specification 4. advertising the vacancy 5. short listing candidates 6. preparing an interview for the short list candidates 7. appointing the successful candidate These processes allow Tesco to carefully choose who they wish to recruit as part of their team. Identifying the vacancy: This is the first processes of the recruitment guidelines. This is where Tesco indentifies the specific job which needs to be filled- For example if Tesco decide to open a new Tesco local branch, they would need to hire staff. After identifying the vacancy of the job, then Tesco's can take the position forward by neatly constructing the job description. ...read more.


This could possibly mean that Tesco's do not meet their objective of improving team performance if the applicant hired e.g.: a store manager that was not a well motivated leader. Advertising the vacancy For Tesco's to gain the short list of people which they later decide to pick who they want to hire, they will first need to have a variety of people to narrow down. Potential applicants can be notified about the job vacancy through advertisements. Tesco's could advertise the job add through, billboards, television, internet and radio. Using these methods wise because it's the most used way of communication in the 21st century, thus Tesco's would get the vacancy across to a wide range of people. C-Grade Not completing this process could damage Tesco's; they could end up not having enough staff applying without the advertisements. This could harm Tesco's if they were short staffed for a reason e.g. few members have quit due to the strike demands not met. This could lead to Tesco needing more staff quickly and by not advertising the vacancy Tesco's would be forced to hire people quickly that may not be meeting all the job requirements Tesco's have set. Short Listing candidates After Tesco's starts getting applications and CV's in for the job which they have previously advertised, they will need to start "short listing" applicants. ...read more.


From here if Tesco's were to find who would be a good manager they may put together a group activity where the applicant has to manage a certain situation. C-Grade If Tesco's did not choose the best appropriate candidate for the job then they simply would not get as much done to meet their aims. Tesco's need to be aware and careful when appointing an applicant in to a position in the company, this is because if Tesco's did not check the references which the person provided, they could well have been lied to about the proof of skills, qualifications, attendance and behaviour records the applicant really has. For example the applicant might say he has an MBA from London business school. If they do not check this, Tesco's will have high expectations for the applicant as they would see the amount of education he has received, and those expectations might make them make false plans of where the business is headed for the future. This could lead to Tesco's not being able to meet customers expectations and demands because the applicant does not posses the right amount of skills and qualities to deal with them. Appointing the successful candidate After completing the above 7 processes, and choosing the correct qualified candidate to hire, Tesco's will not hire them immediately. The applicant's references will firstly have to be contacted in order to check that the application they have handed in contains no lies and to see whether the qualifications match actual individual. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Free essay

    Aims and Objectives of Tesco and McDonalds

    It is time constraint; Tesco have set themselves a 3 year period in which they want to achieve this aim in. So this means hat the aim is time constraint to 3 years. So this is a smart objective. Tesco's business activity.

  2. Customer service Tesco's customer expectations

    problems start, this can include: * General appearance: staffs' tidiness and personal cleanliness and hygiene are important, a staff wearing uniform can help to give a good impression but a strong dose of garlic or unwashed socks can do a lot of harm to customer relations.

  1. Shareholders - Tesco

    The toilets are clearly marked and there are many disabled trolleys and wheelchairs that can be accessed. At the front of the store is a customer information desk where products can be returned and information can be attained. The customer desk also promotes Tesco's services.

  2. Investigate about the important roles that management plays in achieving my chosen organisation aims ...

    * They do not want non-routine information. * A highly summarised and fully explained information in both graphical and text is required. Tactical This is the middle level of managements and they are higher than other employees e.g. Finance manager The types of information required in this level are as follows: * Qualitative information is needed.

  1. Performance management - Tesco's needs to mange the performance of its employees effectively if ...

    Therefore it is essential for Tesco's to ensure that they have a rewarding system which if fair and accurate rewarding employees or departments for aims or objectives which they have achieved. Consequently employees will become further motivated, however Tesco need to ensure that their rewarding system is continuously updated in

  2. Methods used by Tesco to monitor if good customer service is taking place.

    In this scenario the customer assistant reacted in a very calm manner which also cooled down the furious customers making him feel he was been listened to. And also the customer assistant also apologized to the furious customer which shows the customer assistant understood the feelings behind the complaints.

  1. Boots has a policy of retaining good staff; this is because the recruitment and ...

    Employees with good potential may decide to leave in frustration. Development Development is concerned with improving employees in the best ways that suits individual needs. By bringing training and development together, Boots aims to help employees develop themselves hereby making them more inclined to contribute in helping Boots achieve its objectives.

  2. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    Alton Towers is a well-known and respectable business; it has the repretation as the UK's number one theme park. Due to this you get the feeling that the products are also of high standard. Quality of products can determined whether or not a product is going to be sold.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work