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

The following report examines the recruitment process used by Tesco Ireland for the selection of employees to fill five positions available through the retail stores expansion programme. These positions were as follows: sales executive, store manager,

Extracts from this document...


Introduction The following report examines the recruitment process used by Tesco Ireland for the selection of employees to fill five positions available through the retail stores' expansion programme. These positions were as follows: sales executive, store manager, assistant store manager, clerk and two cleaners. The recruitment and selection was done following a number of procedures that were accompanied by letters used to inform candidates about their performance. (Sarah, 2007) Reception of application forms Cover letters and application forms are necessary for this process and must contain information about one's qualifications. The cover letter is written manually and candidates must include all the information necessary from the job descriptions and must have at least the minimum qualification. Those who do not posses the specified qualifications in their applications are elliminated while those who posses them are invited for further examination. Subject matter content in the cover letter is analysed by an expert to further sieve candidates -applicants must potray honest information. Contact information will be obtained from these very applications. Information included in the application letter must be detailed relating directly to the position and only those who send their letters within due time are to be considered hence late entrants will be automatically disqualified. The application letter is taken to the store after it has been received by the human resource manager. Securing the application form Tesco industries complies with the data protection Act of 1988 and 2003 which states that information must be protected from harm, loss or any other damages by placing them in a secure location. ...read more.


However, their applications are held on file for a period of one year. Letters are sent to these candidates informing them of this decision. A detail of this letter is contained in appendix 2. These candidate's applications are not reviewed as was the case for candidates belonging to the second category. (Berkeley, 2007) Assessment of candidates This process involves a number of selection processes. These are; a performance exam, a panel interview then a selection interview. The selection interview is the most important as it determines which candidate has qualified for the job and is administered last. All these selection processes are done on the same day. (Rosenberg, 1999) In Tesco, the process of employee selection involves choosing the ideal candidate for the job from all the qualified short listed candidates. Some important features which Tesco uses while selecting include; Performance exams are always job related Candidates are asked to make a presentation to assess the elements that are hard to test through an interview Psychometric selection test are administered by a trained person Candidates are informed that the tests are similar for all the persons and the topics for presentation are not in favor of any candidate. Performance Exam The performance exam is conducted in order to determine whether candidates are able to do tasks related to the job. Notices are then given to applicants who passed through the first round. The exam is conducted by store managers from other stores in the country. ...read more.


The letter's details are in found on the appendix (appendix 4). This letter normally gives details about the position offered to the applicant. In addition, Tesco leaves a contact number which the qualified applicant can use to arrange a convenient starting date. A letter is also sent out to candidates who did not qualify but showed potential. These are the candidates who got an average rating of slightly over fifty percent. These candidates are the ones called 'qualified'. Their interview notes are kept on file for a period of one year. These candidates are reviewed after six months and they will become the first choice if a vacant position arises in the store. (Michael, 2002) All this information is mentioned in the letter. (See appendix 5) Lastly, letters are sent to the least qualified candidates. These are the candidates who got a rating of less than fifty percent from the selection interview. The letter informs candidates about their rejection. Rejection letters are kept on file for a period of one year. Their interview notes are also kept on file for a period of one year. (Cherrington, 1995) Conclusion Tesco Ireland dedicates a lot of time and resources inorder to; ensure that they are fair to candidates, seal any loopholes and ensure that the company gets well qualified personell. The assesment process must be free of bias and should provide a suitable ground for choosing the right candidate. This is the reason why a combination of many methods is used by Tesco i.e. panel interview, selection interview and performance exam. The disadvantages of one method of selection are compensated by the advantages in another. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our International Baccalaureate Business Studies 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 International Baccalaureate Business Studies essays

  1. HRM - how Marks and Spencer motivate their staff.

    Importantly Herzberg viewed pay as a hygiene factor which is in direct contrast to Taylor who viewed pay, and piece-rate in particular Herzberg believed that businesses should motivate employees by adopting a democratic approach to management and by improving the nature and content of the actual job through certain methods.

  2. Project Management - planning an all inclusive carnival concert in the North Western end ...

    By using this Management Process we can ensure that our client is pleased with the outcome of the event. "The OBS provides an organizational rather than a task-based perspective of the project." (http://glossary.tenrox.com/organization-breakdown-structure.htm). An OBS for the event can be found in the Appendix.

  1. Starbucks expansion into China

    Western culture by the media, such as TV programs, and accept it easier than person in the suburbs, where is poor and lack of communications. It appeals to the huge number of expatriate living in China. It is reported that Westerners and businessmen from Hong Kong and Taiwan represent 30% of customers at chained caf�s such as Starbucks (Carter, 2004).

  2. The Main advantages and disadvantages of mixed economy system

    If we make a comparative analysis to previous performance of USA and UK economies, we can see that their positive dynamics are not just stopping, but also reversing. GDP growth rate in United States hit its minimum of 2%, inflation has increased since 2007 by 0.4% and even despite a

  1. Leadership styles and analysis of my leadership skills.

    Leadership depends on numbers of variables such as time, present situation, environment, societal needs and the qualities of the followers must be put into consideration.

  2. Unit 4: Describe the recruitment and retention process and documentation in a selected organisation. ...

    This will mean the employee knows the organisation and their expectations and skills which are required of them. Internal recruitment can motivate all employees because it gives the chance for promotion or additional responsibilities. Sometimes organisations will recruit internally before externally, this is to see if a suitable candidate is available within the organisation.

  1. Analysing Job sectors in Canada. Identify trends in employment and occupational demand patterns for ...

    The high level of regulation, such as the recently introduced specified gas emitter regulation in Alberta, is compounding the demand for engineers and accountants, giving rise to entirely new specializations. With the new school year starting, students need to be aware that high school dropouts make about $522 per week

  2. Presto Cleaners

    Hoffner was not available the first time Mr. Shelton called to pursue a claim This type of issue should not be handled or be the responsibility of one person only. There must be other employees in the organization who can process such claim in the absence of Mr.

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