"Recruitment and Selection".

Dolly 11m

Task 3: “Recruitment and Selection”.

It is important that human resources are notified of the vacancy so that it can carry out the recruitment and selection of employees. It can start finding candidates to fill up vacancy. If human resources aren’t told of vacancy then applications will not be sent out.

A job description is important because it enables people applying to know about the job. Anyone applying must know what the job involves.

A person specification is important because it tells what is expected from anyone who is applying. It states the qualifications, experience and type of person required.

It is important that the job is advertised because if it isn’t people will not be aware of the vacancy. A specific job must be advertised in a specific place. Unskilled and unqualified jobs such as cleaners, cashiers and security guards are normally advertised in the store notice board, by word of mouth and in sixth forms for part time workers. These jobs are advertised in these places because the sorts of people that look and read in these places are often right people for the job. The skilled and qualified jobs such as manager, pharmacist, admin staff and optician are normally advertised in broadsheet newspapers such as “The Times”, in an employment agency, university (milk round) and recruitment fair. These jobs are advertised in these places because they are more important and the sort of people looking for skilled and qualified jobs would look in these places. It is important to advertise a job in the right place because you do not want the wrong people applying for the job.

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It is important that application forms and job details are sent to candidates because if this isn’t done then people will not be able to apply for the job and so this may lead to none or less people applying. Tesco may end up with wrong people applying for the job if job details are not sent out.

Applications must be received and considered because if they aren’t dealt with then Tesco will not know the sort of people that applied for the job and whether there are lots of candidates that are unsuitable for the ...

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It is important that candidates are short listed because if the unsuitable applicants are not put aside, Tesco may end up interviewing someone who doesn’t fit the criteria of the job. It will just be a waste of time. To save time of both the applicant and Tesco the candidates must be short listed.

Short listed candidates must be interviewed because if Tesco wants to ensure that the right person is selected then it is vital to meet them face to face because the interview will enable them to judge they way they speak and dress. If the candidate is going to be working in the shop floor, Tesco would not want someone who doesn’t dress smartly. If candidates are just selected from their application Tesco are putting themselves at risk of selecting someone who may turn out to not be the right person for the job.

It is important that the successful candidate is selected because he/she is ideal for the job.

Task 3: “Recruitment and Selection”.

C. If you want to apply for any position at Tesco, you have to complete a ‘People bank online CV’. This can save time and money of Tesco because they don’t have to bother sending out applications or replying via post. However, not everyone has access to the internet and so will not be able to apply. Tesco may miss some valuable people. I would suggest Tesco to send out applications and job details because it will enable everyone to be able to apply, even though it may be more time consuming.

At the moment Tesco only has one standard application form which has to be used when applying for all posts. This is inefficient because if you are applying for a basic post like a cleaner then you would not want to be filling out lots and lots of pages in the form, especially if you can only speak Standard English. So I think Tesco should device different application forms for different posts because they all require different information.

Candidates often have questions to ask and enquiries to make so they go and see the manager of the particular store. To stop a lot of candidates walking into Tesco disturbing the workers and bugging the manager, I would suggest Tesco to open a telephone line in which candidates can contact Tesco.

Tesco can advertise its vacancies in a number of more places then it currently does. For example in newspapers, universities/sixth forms etcetera. At the moment it only advertises in certain places like the store bill board and its website. This is not effective because not everybody shops at Tesco and not everybody has access to the internet, so they will not find out about the vacancies.

The Tesco website can inform us of all the vacancies available. When you click on the one you have chosen, it tells you the job purpose, accountabilities and personal profile. (Here are the accountabilities of a pharmacist: Accountabilities: You will be providing support for the pharmacy manager and assisting in the smooth running of the department. You will be supported by trained pharmacy assistants and dispensers plus key personnel throughout the store who will help you with stock control, cashing up, personnel issues and training. You will have the opportunity to become involved with local pharmacy services, building relationships with other healthcare professionals and the local community. You will also have the chance to help build our Complementary Medicines offer through in-store activities and using our web-based Nutricentre@Tesco business. Throughout your career you will have access to management and professional skills training.)

The job description of a pharmacist doesn’t tell the reader about the standards that will be required to achieve or about pay and promotion prospects. This job description isn’t very effective. To make it more effective Tesco needs to include more details like the ones mentioned above. If more information is not included people may contact or even pop in, in a store to find out. This will be a waste of time for both Tesco and the person.