- The job description and person specification shows what the job is and if and indeed how a candidate will fit into the advertised job. This will help any business, including Tesco, to recruit the right person for the job. These descriptions outline a description of both the skills and the responsibilities that the candidate should and would have; the documents help the interviews to identify and assess the appropriate candidate for the job. The job description and person specification put together can provide a good base for the job advertisement. A ‘good’ job advertisement should help job applicant to identify whether or not the job is suited to them or not. It will also tell what they should expect when doing the job and what the job requires from them.
- Tesco needs to attract the right standard of workers to apply for any available positions in their stores. Tesco advertises jobs in different ways. First it looks within the business at its internal ‘talent plan’. This shows which workers are looking to move and their skills. Externally, it advertises online and in stores, whilst for more specialist jobs, like pharmacists and bakers, it advertises in specialist magazines, online or via TV and radio.
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Tesco uses a very specific process in the recruitment and selection process: Screening applicants CV’s upon application → Inform candidates if they are successful or not → Interviews take place for successful candidates → Further Successful candidates attend an assessment centre → Second interviews take place → Successful candidate(s) sent and offer and contract.
This process seems very time consuming, this being one of the few downfalls it has. One of the major benefits of having 2 interviews and an assessment is the reassurance that they have the right person for the job. They will be able to tell this in at least 1 of the 3 main stages of the recruitment and selection process.
