Investigation Recruitment and selection process.

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9Unit- 13 Investigation Recruitment and selection process

Investigation the Recruitment and selection process of Tesco and Cadbury

Introduction - This Report is intended for BTEC National Diploma students to help them understand how businesses recruit employees and selection process in the businesses like Tesco and Cadbury

Why Vacancies may exist in business – There are many reasons vacancies may exist in Tesco and Cadbury which includes someone may have recently retired, someone may have resigned because of their personal problem, someone may have died, business may have expanded or merged, someone may have been promote to the other position within the organisation or a new business may have just opened and may be looking for

I have chosen two companies which are Tesco and Cadbury.

Tesco

Tesco - Tesco plc is one of the largest retailers in the world, operating more than 2,300 supermarkets and convenience stores and employing 326,000 people. Tesco's core business is in Britain, where the company ranks as the largest private sector employer in the United Kingdom and the largest food retailer, operating nearly 1,900 stores. Today the group operates in 13 markets outside the UK, in  and . Over 100,000 employees work in our international operations, serving over 15 million customers and generating £7.6 billion sales and £370 million profit. Over half of group space is now outside the UK.

Type:  public limited company.

Size:  Global organisation. Tesco is a big company; nearly there is one in every city in England. This company was made as a national but through time it became global, it’s opened up in the Far East, in Europe. They tried to open a company up in India; they didn’t allow it due to a Wal-Mart company opening up there.  Tesco currently controls over 30% of the UK grocery sector, but has only 3% market share in clothing. However, it is one of its fastest growing areas. 

Below I am going to explain how Tesco Recruit their employee and its flowchart.

This is the flowchart recruitment process for Tesco

The ways in a Tesco’s recruit an employee by creating the following recruitments documents:

  • Job Analysis (Position that needs to be filled) - Before Tesco’s recruits new employees, the HR department usually carries out some form of Job Analysis. Job analysis is a study of what a job entails. It contains the skills, training and task that are needed to carry out the job.
  • Job description (what the job involves) – Once Tesco’s HR Department analysed what a job entails, the Tesco’s HR department draw up a job description of the job. 

The key features of a job description in a Tesco’s –

  • Title of the Job – It is used to give an employee an idea what is the job involves and the intensity of task.
  • Name of the department and its location– A job will be written for a particular department and its location; in this case it would be Tesco’s.
  • Job Purpose –the purpose of this job and why do they need to recruit employee.
  • Main task and Responsibilities – The main task and the responsibilities of the position, which need to be filled and the responsibility of this position.
  • Education& Qualification required – The qualification need for this job. For example if Tesco’s wants to recruitment a manager, they may want someone who is educated and has higher level qualification.
  • Knowledge/skills – The skills/ knowledge required for the job which need to be filled. For example if Tesco want to hire sale assistant, it may not need to have skills to do this particular job.
  • Experienced – The knowledge required for the particular job which need to be filled. For higher position for example manager, has to be experienced to get a job in this position in any organisation.
  • Responsible to whom - This tells the employee whom he or she must report to on progress in meeting task and responsibility.

  • Person specification (Qualities of the person) –Once the skills and information needed to perform a particular job have been outlined in the job description, they are often reworded into a PERSON SPECIFICATION. This shows a profile of the person needed for the job. 

The key features of a person specification –

  • Personal skills, abilities and aptitudes (Essential criteria)*
  • Experience and Knowledge (Essential criteria/ desirable criteria)
  • Personal Skills and Qualities (Essential criteria/desirable criteria)
  • Language ( Essential criteria)

* Essential criteria – is that employee must have or necessary for the particular job and Desirable criteria is that employee may or may not need to have for the particular job.

The reasons Tesco would need to use both the job description and the personal specification to create the advert is that  job description will show what the job consist of  and person specification is to show the public who they are targeting.

  • Prepare the advertisement - Once the Tesco HR department done the Job analysis and personal specification, HR department prepare for the job advert
Join now!

 The main features of a job advert –

  • Details of the business/organization (name, brand, location, type of business)
  • Outline details of the job (title, main duties)
  • Conditions (special factors affecting the job)
  • Experience / qualifications required (e.g. minimum qualifications, amount of experience)
  • Rewards (financial and non-financial)
  • Application process (how should applicants apply, when is the deadlines)

There are many way Tesco advertise to recruit employee e.g. newspapers, internet recruitment sites, specialist publications and the Employment Service. 

The various methods candidates can apply for the job in Tesco

Method of recruitment – There are ...

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