It is important for Tesco to get the recruitment process right because if they make any mistake there will be extra costs because managers have to sit and analyse all the applicants For example if the wrong person was recruited and for any possible reason they decide to leave or are asked to leave, the recruitment process will be retaken to find the right person for the job. Tesco have a particular recruitment policy to avoid mistakes being made. Tesco also make sure new recruited staff are trained in treating all people considering equal opportunities and health and safety.
Job analysis
A job analysis is carried out to try and make the position available attractive to the right applicant straight away. In order to attract the idea candidate, the Human Resources Department must state exactly what they want and be very clear about it. A job analysis must include what the job will involve, what qualities are required for the job, wages and hours.
Tesco attracts applicants by adverting in local stores on the billboards giving clear descriptions of the job duties, hours of work, payment per hour and when the application will close. This is giving the applicant a clear idea what the job duties are and in what section they have to work.
Job description
A job description is basic information about the job itself and the role of the employee for the job. It needs to written or updated what the job involves. The title of the job is important. It’s used to given a person an idea what the job involves and the level of responsibility. A copy of the job description should be sent to all applicants so they know more about what they are doing and also for them to ensure they are fit for the job before they apply. The job description will describe how an employee is to fit into the organisation.
Tesco gives information about the job duties and what employees roles and responsibilities are. Tesco write down a job description to confirm to the applicant about the job and what he/she’s duties are. Tesco want the applicant to fully understand about the duties and responsibilities of the job they apply for. The job description is written by the Tesco or the personnel department. The job of the job description is to tell the candidates about what the job is and what it involves them to do. It is a document which describes various tasks involved in the job. Typical areas covered in the job description include, a summary of the duties involved in the job. This is included as it explains to the candidates what they must carry out whilst working for the company; it also makes sure that the candidates which are cable of doing the particular duties apply for the job. It has the responsibilities and authority of the job. Other things included are wage and salary. The job description is written to inform the applicants of what the job they are applying for is about, it also explains to the applicants what is expected of them if they receive the job.
Person Specification
A person specification allows the applicant to form a description of his or herself. This description examines the applicant’s personal attributes including physical attributes, qualifications, experience, training, knowledge, personal conditions, attitudes and practical and intellectual skills. This shows an accurate profile of the type of person the business needs to do the job. This summary provides knowledge relating to the skills needed which are essential to the post or desirable. The person specification also states how they request these skills to be identified.
In Tesco the application form you have to fill the part to tell Tesco you had/had not any work experience in the past or either you are employed with another business. Tesco also want to know more about you by answering their question which will take you about fifteen minutes to fill it in and its important to read it first it will tell you and explain how to fill it in. which clearly outline what kind of person they are looking for and with what qualifications. The job description will clearly linked with what they are expected to do once recruit and what is expected of them. The person specification is written by the Tesco or the personnel department. The person specification is a document listing the qualities, skills and characteristics of the ideal person to carry out the duties listed in the job description. The person specification is written so that they get the right employee for the right job. In a person specification the following may be included:-
- Experience- this helps the company find about the where the employee has worked before and whether they have the ability for the particular job.
- Qualifications- this is included to make sure that the company know of any education which the employee has.
- Personal attributes- this explains to the company what the employee is like. It informs them of the employee’s intelligence, ambitions, skills and appearance.
- Special abilities- this explains to the company of any new unique skills that the employee has.
The person specification is written to tell people what kind of employees the business is looking for. It tells them that they must have the qualifications and skills which the company thinks fair.
Planning the Advert
The purpose of recruitment advertising is to attract suitable applicants for vacancies. A job advertisement is an important part of the recruitment process. Most job advertisements are written by the personal department. The following are some methods of advertising that are made for vacancies
- Company notice boards
- Local newspaper
- Recruitment agencies
- Internet sites
Tesco attracts applicants by adverting in local stores on the noticeboards which is the easiest way to let the applicant knows about the vacancy and it is the cheapest way to do. Tesco advertise online because as customers searching for an item or shopping online they will see the advertisement Tesco also use other methods such as Recruitment Fairs and Job Centre. The job advert must include the job title to tell the applicant what their job title would be if they get the job. It informs people of what basic qualifications which the Tesco are looking for in the business. This tells people to only apply if they have basic qualifications which match the businesses. The job advert also explains to the applicants, their wage and salary, duties required to be done, company name and logo, hours, history of business, and contact numbers. A job advert is written to inform applicants that there is a job available in the company. It tells the applicants everything they need to know, like salary and duties.
Selection
The selection is when an organisation decides which individuals it wants to interview. Tesco want to select the right and the best person for the job by using short listing, checking references and interviewing the applicant. In Tesco after applicants have applied a team of managers and a team leader will select the best candidate for the job.
Short listing
Originations make a shortlist of suitable candidates to be interviewed for the job. Short listing is the list those who will and will not be interviewed. Short listing is a process candidates are judged and scored on the basis of the information presented in their application forms as evidence that they meet the essential criteria for the job as set out in the person specification. This may sometimes not always be right as applicants may be lying in their application to meet the requirements needed. Most of candidates have in some way the same specification. This then draw to examining who the higher level in terms of if on of the applicant worked for more of a bigger organisation. This whole process of short listing is in the hands of the manager and also to ensure that the process remains free of unlawful discrimination. This approach will ensure that a fair and consistent approach is taken to the selection process.
There are many people who want to work for Tesco. Tesco make a list of those who will and will not be interviewed. Tesco judge and score candidates of the basis on the information presented in their application forms. In the last part of the application form there is set of the questionnaire which is more about the person who going to apply for the job and this is will help them to know the candidate much better and to select the right person for the job or the interview.
Check References
A reference check is essential in the employment selection process. It provides the opportunity to confirm and gain information in addition to the received directly from the applicant. The purpose is to prove or gain truthful information on a candidate’s current job, salary, length of service attendance, disciplinary and health recorded and the extent to which they meet the selection criteria for the job. A telephone reference check is the most informative and gainful method of obtaining reference information. References are what shows if the candidate is a good worker and if they can be employed if they have a good history. The references come after the interview if the applicant passed the interview.
In Tesco application forms you have to write down two last employers you had in the last the past and also you have to write the position you had for the company and the reason you leave. Tesco sometimes will call them and ask them why did that employee or any other related question to make a right decision to select right candidate for the job.
Interview/Test
The interview is the most popular of the selection techniques. This shows the person quality if the are right for the job. Some of the businesses would take the interview to a further level by putting it into practice by conducting a role play of doing customer service. These are the type of the tests most retail companies would do to examine its applicant. These make the interview more resourceful and useful. The reason on why organisations do this type of test could be when people apply on an application form or CV the information on these may not always be true as any one would this to be selected or short listed. That why then organisations take thing a step further in the selection process.
Tesco do interviews in two different methods one to one and group interviews. One to one interviews are for high level jobs and sometimes they do that because Tesco want to know the candidate much better by their communication skills they way they speak, listen and body language and Tesco ask related questions about the job duties and why they are right for the job not someone else. Group interview is when lots of candidate having a same level of skills and Tesco want to see who is the best person for the job by interviewing more than two people at the same time and Tesco will spend few minutes on each candidate to select the right person for the job. The interview is very important because it allows the employer and the applicant to meet. The employer is trying to find out whether the person would make a suitable employee. The applicant is trying to decide whether the job and the business is right for him or her. The interviews enable the employer to grade each applicant on important qualities such as appearance, conversational ability and knowledge of work field.
Job offer
At this time organisation offer the position to the one of the candidate. Tesco send you a letter or either can they call you which they had been select the person for the job and they offer the job to you or they apologise for not offering the job to you.
Tesco will send a candidate a letter to confirm that Tesco offer the job to he/she in the letter. Tesco will included the time and which day you should be there for few hours to get to know the place and your working area and what equipment need to use and how to use them.
