Method followed by Tesco for attracting and recruiting candidates for job

Running Head: TESCO 0
Human Resource Management

TESCO 1
Method followed by Tesco for attracting and recruiting candidates for job
Tesco uses several methods to advertise their jobs. The first method that it uses is filling the
vacancy through internal talent plan. This process helps in generating opportunities for
current employees to move further. It also assists the employees to give their best in order to
promote further. However, the biggest disadvantage with this method is that it not able to get
fresh blood in the organization from outside. It is also not able to get some experienced
employees who are available in the market. However, it is also seen that if no competent
employee is eligible from the internal talent plan, it is required to recruit people from outside
(Noe, Hollenbeck, Gerhart and Wright, 2017). Recruiting through internal panel can also
create the conflict among people who are working inside. It can also put the negative impact
on the morale of employees. It is true that member who applies for such role will feel that
company is not recognising their hard work. For this, it advertises the vacancy on its website
with the name www.tescocareer.com or from the boards of its vacancy. Through internal
recruitment, Tesco is able to get new ideas and perspective. Furthermore, it also has many
choices to choose the applicants. Through recruiting from outside, it is able to get the fresh
talent and some competent personnel in its organization (Ramkumar, 2018). However,
sometimes by adopting this method, morale of internal employees reduces. They might think
that they are not eligible for the post so the company is recruiting from outside. Employee
usually gets motivated when they are not given opportunity for taking any higher position in
the organization. In this way, external recruitment sometimes also decreases the productivity
of employees who are working from last many years in the organization. It also believes in
using the cost-effective method for the recruitment of right candidate. It believes that it is
expensive to advertise on the radio, and television. Therefore, it manages to follow the easy
process for the applicants for finding the jobs that are available in the company. This website
also provides the facility to candidate for submitting the application form online. Recruiting
through online website helps the company in awaring the candidates regarding the job
position available in the organization (Reddy, Mamatha and Balaram, 2018). However, it also
presents several limitations for the company. Through online channel, company get several
candidates for the job interview. It might be possible that some of them are not eligible or
qualified for the respective job. Therefore, some applications might be fake. Spammers can
also use the information that is posted online to promote any product or service. It also
becomes difficult to measure the effectiveness (Russell and Brannan, 2016).