Recruitment at Tescos

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Unit 2 Strand D

Recruitment

Organisations around the world have different recruitment policies. These policies are made in order to make a fair recruitment, and everyone in the company has to follow it. With Tesco being one of the biggest UK leading supermarkets, it is continuously expanding in different areas, for example Tesco Insurance. This means that around UK Tesco has a large amount of new stores opening up, thus they require a wide range of staff with a range of different skills. In order to gather all the people that have these skills and abilities, Tesco have to set recruitment standards. These are:

. Identifying the vacancy

2. drawing up a job description

3. creating a person specification

4. advertising the vacancy

5. short listing candidates

6. preparing an interview for the short list candidates

7. appointing the successful candidate

These processes allow Tesco to carefully choose who they wish to recruit as part of their team.

Identifying the vacancy:

This is the first processes of the recruitment guidelines. This is where Tesco indentifies the specific job which needs to be filled- For example if Tesco decide to open a new Tesco local branch, they would need to hire staff. After identifying the vacancy of the job, then Tesco's can take the position forward by neatly constructing the job description. when someone has been identified to be promoted to a higher position, Tesco would also have to fill the position of that vacancy, this would be another example when Tesco would need to identify the vacancy. The last example of identifying a vacancy could be if a certain member of Tesco got pregnant and they needed to take a maternity leave. This means that Tesco would have to find a replacement for the person for a short period of time. To sum up in this processes Tesco show that they need to identify the vacancy to examine not only what Tesco work needs to be completed, but also what contract they will be offering.

C-Grade

The reason for Tesco identifying the job vacancy is because without this they wouldn't be able to know which position needs to be filled. This would then result in a shortage of work being completed as they wouldn't have enough staff to cope with the demand of the customers. In a longer term, this would ultimately result with Tesco not meeting their aims and objectives, which means they might lose profit and perhaps even go into the area of loss. However if Tesco do complete the process "identifying the vacancy", then this would helps them majorly in retaining profits. For example, if fewer operatives were to quit before a season such as summer where there is less demand, then Tesco could review the situation and see that possibly only half of the employees leaving need to be replaced. On top of all this there were additional vacancies that were similar operatives than Tesco could simply hire a specialist who would be able to complete this job simultaneously.

Job Description:

The second process of the recruitment guidelines is when Tesco need to draw up a job description and list all the requirements which are needed to satisfy the position of the vacancy. Job descriptions are useful to Tesco's, as similar jobs Tesco's can be different. Managers in different departments will have different duties for example; a manager of the meat section will have and need completely different qualifications to like bakery manager. This will overall help Tesco's to identify the duties, job titles and where the role fits within the structure of the organisation.
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If this process was not completed by Tesco's, then the people applying for the position would not know what actual job role they are applying for or what duties and responsibilities they have. This would lead to Tesco's having to many applicants applying for the position. This means that Tesco would not have enough time to pick the correct employee in the right amount of time, and it would be much harder to choose from a group of applicants who have completely different skills and qualifications, as there wouldn't be a specific requirement to apply for ...

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