4.6 After Tesco has recommended a candidate they have to decide who has the qualification and skills for the job and if they are suitable or not. This is when they contact the person by letter or by phone confirming if they have the job or not.
- Preparation
5.1 To make sure that you have chosen the right person for the job you need to carefully plan. Organisation will have different ways of managing interviews they won’t all use the same method as Tesco PLC.
Once Tesco has decided which people they would like to interview they will then produce a list of candidates. This is an opportunity to ask the candidates that are applying for the job questions to work out if they are suitable for the job. It’s also an opportunity for applicants applying for a job at Tesco to speak to each other formally.
You can get different types of interviews in the organisation such as:
- Group
- Team/ Panel
- Individual
- Telephone
- Videoconference
- Group interviews are where there is a number of people interviewed together this allows Tesco to present information to the candidates at the same time and see how they relate to each other.
- Individual interviews are done face to face and you have more of a personal response. Telephone interviews are much quicker and less time consuming but not the most useful way, as you can’t see the other person’s body language that is being interviewed.
Team/ Panel interviews are also used in Tesco’s organisation this allows the organisation to gain different opinions about the applicant and also a panel of experts may be used to ask the applicant different questions that are related to special fields in the organisation.
- Tesco has three different types of interviews they are called single stage interview, two-stage interview and three-stage interview. A single stage interview is when you only have the one interview this may because Tesco made need a replacement quickly or the job does not require much specialist skills and are not looking for a very experienced person.
- A two stage interview is when Tesco makes a list for suitable candidate that have the skills and qualifications that are asked back with a smaller group for a second interview. This is so they can have a much more
- A three stage interview is required when Tesco is using an agencies because the agency give the first interview and then the second interview is with Tesco and the third and final interview is a shortlist. Tesco uses agencies because they can hire someone to do their job for them so its much more easier for Tesco.
5.7 Tesco use different types of interviews at different stages. Tesco has to select the most appropriate candidates for the job so they might want to use a screening interview. This is when the interview is conducted by the line manager of Tesco’s first and then with a member of the senior management team.
During the stages of the process of selecting the appropriate candidate for the job the applicant may be asked to perform tasks or test such as:
- Psychometric Test: This test measures your intelligence or personality type
- Aptitude Test: This test measure your suitability for a job and may be more practical
- Attainment Test: This is done by observing the candidate performing in a group
- Occupational Preference Test: This measure skills that are important fort the job
- Communication Skills
6.1 Tesco carries out a selection interview to appoint the appropriate person for the job by using communication skills as well.
Using good body language during an interview is very important. Maintaining eye contact with the person conducting the interview and also smiling is extremely important to help communicate that you are open and trustworthy. A firm handshake to show that you are a confident person and a suitable person for the job entitled. The interviewer may think that you are dishonest or big headed if you are being shy or nervous these are bad communication skills.
6.2 The way that you are seated and the way you dress and present you’re self in the interview may also affect your communication with the interviewer.
Dressing smart and being on time for the interview show could communication skills it shows that you are interested in the job entitled these are things that influence the interviewers decision for the job.
6.3 During the interview the interviewer will may use effective questioning techniques this is important for the interviewer to ask the candidate the right questions and will help the candidate to give the right answer. Effective questioning is when you use open and closed questions.
An open question gives the candidate the chance to give an extended question to expand on their answer. It also may be used to check the information on the candidates’ application.
For example: Why do you think that you would be the best person for the job?
Closed questioning allows the candidate to a simple yes or no answer.
For example: How many GCSE’s do you have?
- The interviewer will gain more of an impression if a variety of questions are asked during the interview. It is essential that the questions are prepared before the interview takes place. Tesco PLC prepare the questions before hand because they can go through the question and make sure that they ask open and closed question and to make sure that the question are not to personal.
- Selection And Decision Making
- After Tesco has interviewed all of the candidates have been interviewed the task of choosing the best candidate must be carried out. This can be carried out in a number of ways.
- One of these ways that is a very popular method is by rating the candidates against each other by using several criteria’s the candidate with the highest score is the one that is chosen for the job. This is a fair process for Tesco to do but Tesco also has to recognise the importance of the candidate with the highest score is not necessarily the on with the most qualification or experience for the job.
- Although someone with to many qualification may not also be the appropriate person for Tesco job they may think that the person is too qualified for the job and think that someone with less qualification maybe better for the job.
- After the candidate has been chosen for the job. The next stage for Tesco is to record any information for Tesco records of the candidate that have not been chosen for the job and why they weren’t chosen for the job because they may need it for any job that they may think the candidate may be good at next time.
- This also a good way to have information already in front of you so you can give feedback to the candidate to improve their job application and Tesco can give information to help them in the future when applying for a job or what they may want to improve on if they did want to apply for another job working at Tesco or any other company.
- Tesco also has to be monitored on equal opportunity and making sure the process was carried fairly and legally. This gives everyone and opportunity and make sure that they have this opportunity by Tesco being efficient and taking into to consideration the seven laws.
- After the candidate has accepted the position at Tesco. The company will then phone you and afterwards send you a letter of all the details such as the hours you will be working and what day you will be starting and the amount of money you will be getting will be answered in the letter this is also an opportunity for you to phone and ask an query about the job that have not been answered in the letter. Tesco will also inform the relevant people about the person being employed. Tesco will then set up a training plan for the person starting the job.
8.0 Conclusion
8.1 The process must be must be fair and well planned and the questions must be suitable and must address with the job in hand and not to personal. Everyone should be asked as series of questions that are the same and be treated equally.
The final stage to the job recruitment process is select/ appoints an applicant suitable for the job available.
Job Analysis
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Vacancies
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Job Description
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Job Specification
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Advertise Job
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CV’s
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Short List
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Interview
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Select/ Appoint
- Recommendations
- Tesco must prepare their questions before hand and must make sure that the questions are fair and suitable and not to personal.
- Make sure that you are polite and on time and do not keep the candidates waiting and make the candidate feel comfortable around you.
- Interviewee must be smartly dressed and looking smart because you are part of Tesco you want to give a good impression to the candidates and set an example.
- Bibliography
- BTEC National Business, Heinemann Book
- www.Tesco.com
