The main features of a job advert –
- Details of the business/organization (name, brand, location, type of business)
- Outline details of the job (title, main duties)
- Conditions (special factors affecting the job)
- Experience / qualifications required (e.g. minimum qualifications, amount of experience)
- Rewards (financial and non-financial)
- Application process (how should applicants apply, when is the deadlines)
There are many way Tesco advertise to recruit employee e.g. newspapers, internet recruitment sites, specialist publications and the Employment Service.
The various methods candidates can apply for the job in Tesco
Method of recruitment – There are two ways Tesco HR department recruit employee:
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External recruitment – There are many ways of attracting candidates from outside the Tesco. The choice of method often depends on the type of vacancy and the type of employee wants. Each method has it own benefits and problems, although it could be argued that the overall advantages of external advertising are the opposite of the disadvantages of internal advertising. For example, there are a wide number of applicants.
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Internal recruitment – Tesco also recruit employee by internal recruitment process. There are many advantages to advertising jobs inside the business:
- It gives employees within the company (Tesco) a chance to develop their career.
- There may be a shorter induction periods as the employee in likely to be familiar with the company (Tesco).
- Employers will know more about internal candidate’s abilities. This allows reduce the risk of employing the ‘wrong person’.
- Internal advertising limits the number of applicants.
- Another vacancy will create d which might have to be filled.
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Issuing Application form and making the right choice – The first time Tesco will receives information about candidates for a job it is advertising is when they apply for the job. The application form covers the information contained in a CV above, such as a personal details, education and job experience. Also by gaining their biography information, the Tesco HR department has a simply way of matching the applicants qualification, interests, past experience etc to their person specification .This allows the firm to decide quickly which of the applicants is suitable for the job.
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Interview Invitations – Tesco HR department will sent a Letter to candidates who were applied for this job. Tesco send Letters or e-mails to short listed candidates which include:
- date, time and place of their interview
- instructions on how to find their way to the interview venue
- A request that they contact the author of the letter/message if they have any particular requirements or to discuss the interview facilities (related to access to the venue or any other need related to a disability).
- If appropriate, details of any test or presentation they will be required to take or anything they should bring with them (e.g., examples of work or proof of )
Interviews + Testing – the Tesco HR department usually involved in interviewing, both in carrying them out and helping managers to adopt good interview practice by following certain guidelines ,the business hopes to employ the ‘right’ person for the.
Tesco held different type of interview, when they recruit employee -
Face to face interview
Tesco mostly uses face to face interview. Tesco prefer face to face interview because it’s easy for the Tesco HR department to read the employees body language and other non – verbal communication. Tesco employers also check the type of clothes the employee is wearing it is important. The face to face interview is a conversation between the employer and the employee which will end in both concluding to an opinion of their own. The employer will give his/her opinion about the employee if he/she is the right person for the job applied and the employee will give his/her opinion about the Tesco that if the company is right for him/her.
Group interview
Group interview means a group of people taking the interview. An employee has to face tough questions from Tesco’s HR Department; the questions may not even be related to the job applied for. It just helps the employers get an idea of their employee’s ability to identify with different perspectives of the same issue. The Group interview is a way for Tesco to judge the communication level, interaction with a group and to assess the skill level of the candidate. The employee will be asked questions from every person in the panel; sometimes the members ask the same questions but this time asked by a different member.
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Pre- employment check & gathering references -The Tesco HR Department will request references at the time they invite candidates to interview. In each case, two references are sought, including one from the current/most recent employer who should not be a relation of the candidate.
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Job offer - Once the Tesco HR department seen all of the candidates, they will assess the extent to which each one met the required selection criteria, based on evidence they gave from the questioning and any tests or exercises. It is very tempting to start comparing the candidates against one another; however, it is best practice to try to stick to looking at how they each meet the person specification and selecting the individual who best fits this profile
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Acceptance - Once the Tesco HR department has made their decision, the Chair of the HR department will verbally offer the position to the successful candidate.
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Induction programme- Tesco will give an induction programme to the new employer which will include information about the company, health and safety, job role etc.
Cadbury
Cadbury - The company was formed in 1969 by the merger of chocolate company Cadbury and the drinks giant Schweppes. Both companies have a long heritage with Schweppes being founded first in 1783 by Jacob Schweppe when he perfected a process for manufacturing carbonated mineral water in Geneva.
Seven years later he set up a factory in London’s Drury Lane. Under new owners John Kemp-Welch and William Evill, Schweppes introduce flavoured fizzy drinks such as lemonade in 1834. The company was floated in London 1897 and grew into a large multinational drinks company.
Cadbury started out in 1824 when John Cadbury opened a shop in Birmingham selling tea and coffee with cocoa and chocolate as a secondary sideline. Within a few years cocoa and chocolate became the cornerstone of the business.
Production was moved from Birmingham to just outside the city where the Bourneville factory and village is established in 1879. The French sounding name, derived from the local river Bourn, was chosen for the factory because French chocolate enjoyed a high reputation at the time.
Cadbury manufactured its first milk chocolate in 1897 and in subsequent years introduces products that are still popular today such as Cadbury’s Dairy Milk in 1905, Milk Tray in 1915 and Flake in 1920.
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Type- It’s a Public Limited Company (PLC)
Size- It’s a world's largest confectionery company.
The ways in a Cadbury’s recruit an employee by creating the following recruitments documents:
Job Analysis
This involves a detailed analysis of the Cadbury job in question. This will include a description of the main responsibility of the job by asking. The purpose of a job analysis is to seek and improve the understanding the requirement of a particular job in Cadbury.
Job Description
The job description in Cadbury would be described and focused on the job itself and not on any specific individual who might fill the job. The purpose of a job description is informing the candidates what the job includes or what are the actual job roles is in order to be a successful at Cadbury. It indicates those tasks of the employee and what is expected of them. The job description is part of the contract of employment and should be changed when ever an employee’s job is changed or re-signed.
Person Specification
The Person Specification is a profile of the personal skills, qualifications, abilities and experiences you will look for in the recruitment and selection process. The criteria you decided should relate directly to the duties of the job description and contain the minimum requirements essential to do the job effectively. These criteria should then form the basis of the advert in order to attract the most suitable candidates and the basis of the selection criteria.
Advertising
Cadbury advertise their job vacancies through a very specified and efficient ways. The two most efficient ways Cadbury advertise their jobs are through, internet and in person. For example when Cadbury have vacancies they would advertise on their web sites and the local stores. Adverts are advertised in different places because this gives an advantage for people to see them. For example if there were vacancies and was only advertised on the internet then that might be an disadvantaged on some people because they might not have internet and will not be aware of the vacancy. So it is important for adverts to be advertised in different places so it will attract more people towards the job and it will be fair for those who do not have access to web sites. These adverts would provide the job seekers to see the job description, and it will have the head office number where they can call and enquire more details about the job. However Cadbury head office has all the vacancies of all the stores through out the U.K, so when a candidate enquires about a vacancy for a specific store, which might not have vacancy, they will always have opportunities for a job in a different store. When the applicant applies for a job the Cadbury would require a letter of application and the candidate will have to provide their personal specification before applying. However letter of application may not be necessary as it depends on the position the applicant is applying for.
The method that Cadbury use to advertise their jobs would be the internet, which has a wide range of advantages and disadvantages. The advantages are that it is easily accessible for everyone; therefore there are high levels of people who will apply for the job. Internet is fast and effective for the business as well as for the candidate to get useful information about the vacancy. The disadvantages are that the applicant might find it a little complicated to apply online, or they might not have any knowledge of using a computer.
After the advert is seen by the candidate they would get replies with different documents. The documents that they will be sent are application form which will be asked to completed. A job description detailed which contains all the information of the position that is needed for the job. A person specification listing the types of personnel they are looking to recruit and they may also be given a skill audit to complete where candidates may have to fill in information on specific skills and qualities that are required for a particular job.
Methods of Application
This refers to the way in which an applicant may apply for a job. It indicates what option applicant may have to apply for a job. There are many option of applying for a job. This can depend on what kind of job an applicant may be searching for.
The table below shows the different types of methods and the advantages and disadvantages to each method of application. `
Cadbury method of application is different from any other retailers. This is because Cadbury have their head office, where they have all the CADBURY vacancies through out the UK in order for the applicant to find if CADBURY has vacancies. They have to phone and enquire for it and if there are vacancies available then application will be sent out on requests. However the phone number is provided by the local CADBURY store through out the U.K.
Cadbury also advertise their vacancies though the internet, where the applicant can apply online
Candidates applying for the Job
This refers to the way in which an applicant may apply for a job. There are many option of applying for a job. This can depend on what kind of job an applicant may be searching for.
The table below shows the different types of methods and the advantages and disadvantages to each method of application.
Short listing
Shorts listing are when someone goes through all the application from of the candidates who has applied for the job which has been advertised by the companies, then they decide to interview the most suitable and appropriate candidate for the job. E.g. if Cadbury has 20 application form they will have to shorten it to 6 forms.
At this stage of the application Cadbury would need a complete application form if they did not receive one already, a copy of candidates CV along with and additional personal statement saying what your experience is and description what sort of person you are.
Different types of Interviews:
- The Stress Interview
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Advantage - The purpose of this type of interview is to test the candidate's ability to be self-confident and handle difficult situations.
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Disadvantage - The stress interview intentionally creates and promotes discomfort. The interviewer may have an abrupt or brash attitude. Alternately, the interviewer may stare, be silent, and spend time taking notes.
- The Group Interview
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Advantage - This interview takes place to test for communication skills or even evaluate how individuals interact with people with different personalities.
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Disadvantage - The group interview is used by some large companies for graduate intakes when several graduates are interviewed at one time. This interview can last from two hours to a day or longer and usually includes a group problem-solving exercise.
- The Behavioural Interview
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Advantage - The purpose of this type of interview is to predict future performance based on past experiences.
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Disadvantage - In behavioural interviews, candidates are asked to respond to questions that require examples of previous activities undertaken and behaviours performed. To succeed at this type of interview, be prepared to give accounts of how you have dealt with difficulties on the job.
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The Panel Interview is the second type of group interview
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Advantage - it is best to anticipate and prepare for questions on a variety of issues related to the organization and to the occupation.
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Disadvantage - involves a number of interviewers; the supervisor, managers or even the employees from the department that is hiring.
Interviews
The interview procedure at Cadbury’s is done usually conducted over the phone or individually depending on what position the applicant is applying for. The interview would be arranged when an application form is filled in then the applications phone number is taken from the complete application form. During the interview the interviewer will be prepared with the question need to be asked to the applicant relating to the job. This question will be use to prompted.
Arranging an interview can be quick and straight forward because the interviewer only has to make sure that they have the relent question ready that needs to be asked. It is the interviewer’s responsibility to make sure that the question that they asks are straight forward and easy to answer for the candidate and also they collect the right amount of information as they can within the time limit. An interview is approximately should takes half an hour to an hour.
However the candidate it self will need to be fully prepared before the interview, so they will need to know all the details about the company they are having their interviews. Being prepared before the interview will be an advantage for them because they will have an idea of what they are going to be asked.
Feedback of the Interview
After the interview the candidate will be contacted as the interview already has their detail in the candidate’s CV. At this stage of the recruitment the interviewer will be comparing the entire candidate’s interviews. The reason for doing the comparison to see the characteristic of each candidate and see which candidate is the suitable for the job. This is going to help Cadbury of getting the accurate person for the job and prevents them from making any mistakes.
A successful candidate will be contacted by either verbally or non-verbally, where they also will be told their specific job roles and what is expected of them. They will receive their personal time table and how many hours they are expected to work in the week and so on.
They will be provided with trainings and will be introduce to their other members of staffs working in the department. The candidate will get a mini tour around Cadbury e.g. showing them where the toilet or the fire exists is.
During the trainings provided for the candidate they will be shown and told how to do their job roles effectively and efficiently as well as health and safety regulations will be clarified to them,; what they should or shouldn’t do in order to avoid any accidents or breaking any laws. This is normally known as Induction day for the new staffs that has been recruited.
However unsuccessful candidates will be given feed back from the notes that the interviewer made in duration of the interview. Or they might not even receive any feedback so the candidate themselves will realise that they did not get the job.