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.
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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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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 the job. This again would lead to Tesco's beginning lose profit as the time which they would have to use for the recruitment process would increase. This time would be going to waste, as the staff completing this could be doing other things which would be meeting Tesco's aims and objectives. If Tesco's did not construct a description of the job and identify the skills, duties and responsibilities, the applicants would not be clear what they have to do. Also this could lead to future disagreements between the managers of departments or stores and their staff after the new employee starts their job.
Person specification
This processes is when Tesco needs to identify a persons qualifications, skills and personal qualities needed for the job. This is useful to Tesco's as hundreds of applicants will be applying for the vacancy advertised thus a persons specifications will majorly help to narrow down the field. This is because Tesco would be setting clear guidelines to who needs to apply for the vacancy, and who doesn't. this would make the amount of applicants applying decrease, but in a good way because the good and qualified people would still apply, as the non qualified people wouldn't.
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If Tesco didn't complete this section of the recruitment guidelines, then the applicants which would be applying would not know what personal skills and qualifications were needed in order to be able to complete the job. This would lead to confusion as there would be a wide range of applicants applying for the job. However, this could also lead to Tesco hiring an applicant which has better skills in areas which are not for the specified job they have been recruited for. Tesco would then be stuck with paying for a staff member which they have hired, but isn't suited to doing his specified job to the company standards. This would be because Tesco would have to complete a contract when hiring their staff and it would be hard for them to break this contract legally and fire the employee. This could possibly mean that Tesco's do not meet their objective of improving team performance if the applicant hired e.g.: a store manager that was not a well motivated leader.
Advertising the vacancy
For Tesco's to gain the short list of people which they later decide to pick who they want to hire, they will first need to have a variety of people to narrow down. Potential applicants can be notified about the job vacancy through advertisements. Tesco's could advertise the job add through, billboards, television, internet and radio. Using these methods wise because it's the most used way of communication in the 21st century, thus Tesco's would get the vacancy across to a wide range of people.
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Not completing this process could damage Tesco's; they could end up not having enough staff applying without the advertisements. This could harm Tesco's if they were short staffed for a reason e.g. few members have quit due to the strike demands not met. This could lead to Tesco needing more staff quickly and by not advertising the vacancy Tesco's would be forced to hire people quickly that may not be meeting all the job requirements Tesco's have set.
Short Listing candidates
After Tesco's starts getting applications and CV's in for the job which they have previously advertised, they will need to start "short listing" applicants. When first receiving the details of the people who have applied, Tesco's will then need to filter out candidates through the quality and amount of qualifications, skills and experience. Tesco's managers will not usually go through every single candidate, for this they will get their secretary to complete this. The secretary will then "short list" the candidates, and gives it to the manager to review the applicants personally. Short listing means picking out a certain percentage of the full amount of people who have applied, through this small "short list" then the actual single applicant gets chosen. Because of this a Tesco manager will probably give the responsibility of selecting the short listed candidates carefully. After this Tesco will have a easy and selective group of people that on paper are well presented and posses the skills and qualifications required for the job.
For example, when hiring a bakery department manager at Tesco's, they would look at someone who is well motivated so that the person required can not only do their job but also develop offers to do others.
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Tesco's need to short list applicants because they need to carefully select the few candidates which they will later invite for an interview. The reason for the short lists it to have the small range of people who have the correct skills and qualifications for the position. By not doing this process, Tesco's would not be critically choosing who is to get an interview which means that Tesco's might make a mistake and choose to give a non qualified person an interview, clearly this would be a waste of time. short listing also takes up management time which is only effective id the applicant are accurately matched to the person specification.
Interviews for the short listed candidates
After the process of narrowing down the candidates in the short list. All the applicants arrive at a stage where they all entry requirements are similar. Tesco's now invite the candidates to an interview to investigate the personal qualities of each individual. For example if Tesco need to hire a new manager, they will be looking for a well motivated individual with the aim of success. Tesco's use the interviewing process towards the end of the whole recruitment guidelines as employees that have made it this far can be realistically trialled with question that will further demonstrate their skills.
These are a few of the questions which they might ask:
* What are your long term goals in life?
* Where do you see yourself in 10 years?
* Why do you want to work for a company like Tesco's?
* What can you bring to our company?
As you can see, there is no right or wrong answers to these questions, this is why with the answers they get from the interview they can judge the personal qualities of the individual. If answered just how Tesco's would like, then hopefully that individual has earned their place in a new company.
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If Tesco's do not complete this processes of the interview, they will not be able to identify the personal qualities of an individual. For example there are a lot of smart people with good grades but they aren't very open minded, now on paper they would look perfect, but you have to remember that there is nobody perfect. This is why the interview processes is a smart way of judging whether the applicant is fit for the vacancy. This could also mean that Tesco would be wasting their time as they may find large differences in the qualities demonstrated by the applicants if the questions were open ended, rather than closed. However by completing this process , Tesco's can demonstrate an effective way to not only test employees but to also receive question back for them which would again further demonstrate their ability.
Selecting the most appropriate candidate
Every applicant that made it to this part of the process should have already demonstrated in the previews processes the qualities that are required to fill the position at Tesco's. Tesco's should also have felt that this applicant is the most appropriate out of the short listed group, for acquiring the job offered. Because of this Tesco's can now hand pick the staff they will need. Tesco's would do this by carefully choosing the candidate who has the most developed skills and a significant understanding in the area in which they are applying in. selecting the most appropriate candidate is not only based on the performance in the interview. Other scoring technique like how well present an applicant comes to the interview- for example, if they are wearing a suit with a shirt and tie, or track suits. Big companies like Tesco's will also base candidates on how well they can get along with people, like in group activities. From here if Tesco's were to find who would be a good manager they may put together a group activity where the applicant has to manage a certain situation.
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If Tesco's did not choose the best appropriate candidate for the job then they simply would not get as much done to meet their aims. Tesco's need to be aware and careful when appointing an applicant in to a position in the company, this is because if Tesco's did not check the references which the person provided, they could well have been lied to about the proof of skills, qualifications, attendance and behaviour records the applicant really has. For example the applicant might say he has an MBA from London business school. If they do not check this, Tesco's will have high expectations for the applicant as they would see the amount of education he has received, and those expectations might make them make false plans of where the business is headed for the future. This could lead to Tesco's not being able to meet customers expectations and demands because the applicant does not posses the right amount of skills and qualities to deal with them.
Appointing the successful candidate
After completing the above 7 processes, and choosing the correct qualified candidate to hire, Tesco's will not hire them immediately. The applicant's references will firstly have to be contacted in order to check that the application they have handed in contains no lies and to see whether the qualifications match actual individual. if the applicants references are to what Tesco's expect, then that employee will be notified within a month that they have been chosen by Tesco's to work for them.
When hiring new staff through the above 7 processes, Tesco's have to advertise jobs fairly so that anyone entering has a good chance as any other person. This is steps into the legal sector, as it is illegal to discriminate anyone. Discrimination against race, appearance, gender or age is illegal and Tesco's can be sued if they comply in these discrimination acts. However, if the applicant applying for a job knows somebody there, then this is also an unfair employment. For example if one of the short listed people know one of the guys who is going to interview them, then this person will give a biased view towards the applicant. To stop these discriminations official rights have been appointed.
* The sex discrimination act 1975
* The race relations act 1976
* The disability discrimination act 1995
* The employment right act 1996
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By successfully employing the most appropriate candidate, Tesco's are more likely than not ensuring that the candidate chosen is the best person to optimize the performance of the business in the section they shall be joining. But if Tesco's does not select the most appropriate candidate then they would not only be missing out on the benefits of the right employee but also they have not been through the process fairly could possibly leave themselves open for a lawsuit as they may have discriminated against an applicant and not applied their equal rights for everyone. This law suit could cost Tesco's a lot of money if they lose as discrimination is taken very strictly in the united kingdom, with high costs means that Tesco's might need to retain profits and the shareholders wouldn't be happy about this.
The Sex discrimination act was introduced in 1975; this is so that candidates couldn't be discriminated towards due to their gender. For example if Tesco's were to hire only male applicants in the managers section, this would be gender discrimination. However as of the 21st century this means that Tesco's would have to go to court if they got found out about this. Therefore companies tend not to discriminate towards gender because they would be engaging in an illegal activity.
The race relations act was introduced to bring equality amongst people from different nationalities and backgrounds when applying for a job. This would mean that under no legal circumstances would Tesco's be able to hire one of their new employees due to their nationality or background. If they did, again Tesco's could be taken to court by the discriminated individual as this is a crime against law.
The disability discriminating act gives an equal right to those who are disabled to those who aren't. if an applicant was disabled in some way then they would have the same right to apply for a job at Tesco's as any other not disabled person. Tesco's would also have to look at the disabled person's application seriously with no biased views. For example if the job required stacking shelves and the applicant was in a wheel chair, however still had the entry requirements for the job, then Tesco's would have to simply provide facilities to accommodate that person.
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