Recruitment Process in Sainsbury’s

HRM PROJECT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Recruitment Process in Sainsbury’s............................................................................................3
Different Methodologies for recruitment and selection...............................................................6
Importance of the context............................................................................................................8
Best fit approach..........................................................................................................................9
PESTEL analysis-........................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management refers to the strategic approach to the effective management
of human resource in the company such as which helps the company in gaining competitive
advantage and winning over the company. It accounts with the foundation of the company as a
result helps in fostering the growth of the company and business to earn high revenues and high
profit margin. It simply refers as the activity of managing the people of the company to achieve
for the better performances. Sainsbury is the second largest chain of supermarket which provides
wide variety of products and services in the range of clothing, footwear, beauty and various
others. Present report will lead to the understanding of different recruitment process and
selection process and the core strategies which are being involved in the same and will highlight
the importance of the context with the analysis of best fit model and by doing the PESTEL
analysis.
MAIN BODY
Recruitment Process in Sainsbury’s
Recruitment is conducted from the initial phase which assess the requirement of workers
in the various stores of Sainsbury’s. It can be referred to determination of employees, calling out
advertisements and attracting various number of applicants, interviewing and examination,
selection, hiring employees and onboarding of employees. The recruitment process at
Sainsbury's includes all the elements and strategies involved in the entire hiring process from its
inception to the point when the individual recruit integrates into the organisation. It is one of the
most imp process in human resource management as effective recruitment leads to productive
employees, which in turn leads to better organisational performance and meeting the desired
corporate, business and functional goals and objectives (Gilani and Jamshed, 2016). The various
factors that affect the recruitment process is the size of the organisation, employment conditions,
working conditions and wages, affect of previous efforts in recruitment, growth rate, cultural,
legal and economic factors.
Sainsbury's is the leading retailer in UK and conducts its recruitment process very
comprehensively and efficiently to gain the best talent for the organisation.
Workforce planning
3

Identification of future staffing requirements and making detailed plans for supply of
proper workers is conducted through workforce planning by the human resource management
department. The vacancies in the company can happen due to various reasons such as staff
leaving the organisation due to retirement, or employee turnover due to change of jobs and other
factors. Also, certain staff could have been dismissed for various reason, or certain workers may
have been promoted to higher level of job posts and the old post get vacant. Also, Sainsbury's is
expanding continuously across UK as it is opening various stores and indulging in product and
market development, thereby requiring the amount of workforce accordingly. Changing job roles
is also a major cause of vacancies and overall, the finance department of the company needs to
ensure that the company can afford hiring the new recruits (al Habibi, 2019).
Job analysis
It is the first stage of recruiting the employees. The managers at Sainsbury's gather data
and information regarding the job by interviewing the job holder and observe at work. The
information gets recorded and analysis is done. Also, information is obtained by communicating
with the supervisors and the job analyst compiles a description of the primary responsibilities on
the job. The main tasks of the job, how often completion is needed, specific technical skills
required for the job, the mental processes needed for doing the job. Also, if the job holder needs
to make important decisions and use initiative, the limits of the authority of the job holder. The
output of the job needs to assessed if it is a part or whole, the amount of teamwork needed in the
job and the required performance standards and the measurement process are all evaluated to
form job description (al Habibi, 2019).
Job Description
After the job analyst in Sainsbury's gathers all the data by conducting a job analysis, a
summary is reported regarding what the job entails, which is also known as job description. It
generally explains the tasks and activities involved in the job, the skills and behaviour necessary
to conduct the job at satisfactory levels. The job description involves general information, job
tile, designation and position, task and duties involved, purpose of the task, responsibilities,
working conditions, etc.
Person specification
The personnel profile is created to determine all the major attributes and skills that are
needed for doing the job as per the required standards. For instance, if Sainsbury's needs a sales
4