Recruitment and Selection Process at Tesco

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HRM
Answer- 1
Tesco recognized as one of the leading private sector employers in the U.K has expanded
its business operations to over 13 countries with a number of non-store as well as store based
workforce, which have been increasing significantly. Tesco comprises of a global sourcing team,
which consists of over 1000 people in 20 nations. Tesco primarily identifies its internal talent
plan in order to fill vacancies (Tesco.com 2019). This recruitment procedure selects existing
employees who have been seeking for an internal promotion within the organisation. However if
there are no appropriate candidates in this talent plan or developing on the internal management
development programme known as options Tesco advertiser's the post on an internal level on its
internet for a specific timeframe (Das and Ahmed 2014). Tesco in its external management
recruitment selection procedure primarily uses a number of uniform stages.

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HRM
Tesco in its external management recruitment selection procedure stages
Source: (Tesco.com 2019)
Trivedi and Muduli (2015) have emphasized on certain techniques of efficiently handling
interviews of varied types, namely situational, structured, and unstructured as well as semi-
structured interviews. Tesco has been proficiently using semi structured interview which
primarily aims to provide significant opportunities for interviewers in enquiring analytical
questions related to candidates’ professional experience and further to explore their
appropriateness towards the vacant roles. Additionally, Tesco's semi structured interview process
has enabled its interviewers to explicitly describe the job profile and about the organisations’
standards and principles in a more comprehensive manner (Potter et al. 2016). Furthermore, such
selection procedure has been offering significant avenues for candidates to enquire about the job