However there are disadvantages. Some applicants may not have access to the Internet, making it difficult to complete and submit the application form. Some may decide to go to an Internet Café; however filling the forms may take a long time, as applicants may need to flick back and forward to make amendments resulting in them being charged more for the long use of the Internet. On the other hand some applicants, although having access to the internet, may not have an email address, so they’ll have to sign up to accounts such as ‘Hotmail’ before they can even fill in the application form.
Advertisement – A job vacancy for people applying is only advertised on the internet on Tesco’s website ‘www.tesco.co.uk‘. These vacancy are only advertised online under the ‘careers’ sections where there recruit all sorts of people. There may be jobs advertised in Tesco’s branches itself or newspapers etc but the use of Internet is there main ways of advertising most if not all vacancies/jobs.
Advertising jobs online has its advantages as it’s cheaper than having it printed in newspapers for example and can be changed if required. Having the job advertised online enables applicants to refer to the vacancy when required without having to buy newspapers, travel to job centres and Tesco’s branches to look at these adverts. It also may come in handy when filling in the application form as you could easily flick back and forward to refer to the advertisement when or if required. It also enables people/applicants to access to the advertisement 24/7 until the vacancy has been given to someone.
However there are a few disadvantages. Some people may not have access to the Internet making it difficult to view the advertisement for the particular job, which may involve them buying an Internet server such as Freeserve or AOL or going to an Internet Café. Some may have problems in using the Internet or not know how to use it and some may not have a computer in which case they would not even be able to access the Internet.
Shortlisting – Shortlisting is taken forward because it cuts down the number of application forms handed back into the ones which most fill the requirements, which is an advantage as less forms have to be considered. However, a disadvantage is that some application forms may be judged upon the way it is written e.g. hand writing. This in some case may not be necessary e.g. if the work is evolved mainly around the used of computers such as using the word processor.
Interview – After shortlisting the shortlisted application would be invited to an interview where they are asked questions based on there application and Tesco as well. The advantage of having interviews is so you can see applicants face to face and get to know them, in there personality, behaviour and the way they dress, whether it is appropriate or not. It is also an advantage because they can be tested on what they know and to see if the have the skill and aspects required. It also tests what the applicants have stated/said on the application form. The disadvantage is that is may take a long time to interview people especially if hundreds of people applied for the job.
Assessment Centres – Applicants are also tested to see if they are able to do the job well which is an advantage as the employer can see if the applicant is capable of doing the work required before they are given a permanent job. The reason for this is because the interviewer has to believe what the applicant is saying until he is assessed. The disadvantage though is that applicants may not be able to travel to assessment centres because it is too far away from where they live. During the test and interview applicants can also change the way the act and their personality. It could be something they are or something they aren’t e.g. an applicant might state he/she is a modest type person when really he/she is not.
After reviewing Tesco’s recruitment and selection process I have suggested improvements which could be made to their documentation and procedures:
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Tesco should make applications form available both online and offline. Those who have access to the internet can apply online and for those who do not, can collect a form from Tesco’s customer services, complete it and send it off by post or hand it in personally to customer services. This in turn could be given to the department which consists of this job and then be examined.
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Tesco should also have job vacancy review advertised at their branches so that people who want a particular job can pick up a review of it and apply for it if they wish to. They should also advertise the job in a number of places such as job centres, newspapers etc depending on the type of job it is. A manager vacancy can be advertised in a broadsheet newspaper and a clerical/manual work can be advertised in job centres for example.
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Tesco should make sure they know what is required of the job before shortlisting is taken place as applicant who may have the requirements may not be part of the applicants who are shortlisted or the opposite.
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Tesco should place more interviewers so that more applicants can be interviewed and so shortlisted applicants can be dealt with in a shorter period of time.
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Tesco should assess applicants during the interview as it would save time as both can be dealt with straight away/ at the same time. Thus meaning Tesco should carry the test at the branch where the interview is taking place which would save applicants from having to travel to assessment centres on another day and would save time.
