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Tesco Recruitment and Selection

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Introduction

Introduction Tesco now controls just over 30% of the grocery market in the UK, approximate to the combined market share of its closest rivals, Asda and Sainsbury's. In 2007, the supermarket chain announced over �2.55 billion in profits. Tesco aims are basic on the 4 Ps of marketing which are price, product, promotion and place. Tesco want to provide online shopping facilities which is idea for people who do not have time to go shopping and they prefer online shopping and also for people with disabilities. Tesco mission statement is to keep loyal people. To make sure Tesco achieve their mission of statement they need to know who their loyal customers are. That is why Tesco offer a clubcard service to their customers which Tesco can award their customers by giving them special vouchers and extra points. This is why Tesco need customer loyalty to remain a successful retail organisation in the private sector. In Tesco communication helps to achieve its aims and objectives. * To make profit * To expand * To provide good services to the customers * To provides jobs Aims/objectives of Tesco: Tosco's own objectives are registered as their aims and seem to reflect the theory above. ...read more.

Middle

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. ...read more.

Conclusion

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. ...read more.

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