Organisational Overview Of The Tesla Automotive Company

Organisational overview of the Tesla automotive company
Recruiter’s Portfolio
Introduction
The following report will in go in-depth on Organisation overview, Job overview and
Recruitment and Selection strategy. In organisation overview section, in this report will be
given a brief analysis of the organisation in this case being Tesla automotive company. Also,
the company’s values, cultures and need are going to be analysed. In the Job overview
section, this report is going to focus on a brief of the job, in this case being business
advisor/Tesla advisor, look at the main competencies and strengths that the Tesla company
requires from its candidates. In the last section of Recruitment and Selection strategy, this
report is going to give a brief summary of the step-by-step plan of the recommended
recruitment and selection, in this report being job application, psychometric test, video
interview and assessment centre and how and why this selection and recruitment process
works for the Tesla company.
Organisation Overview
Tesla is an automotive company which was founded in 2003, by the group of engineers who
wanted to change the automotive world and show people that they don’t need to compromise
to drive electric cars and prove that electric vehicles can be better, quicker and possibly be
more fun than the standard gasoline cars (Tesla, 2021). Tesla, Inc. also engages deeply in the
design, development, manufacturing and sale of the electric cars. The company also provides
vehicles service centres to service or repair their cars, supercharger stations which provide
fastest possible charging for tesla cars at the moment of writing the report and self-driving
capability on the customer’s request (Forbes, 2021).
Tesla, Inc. has an innovative-solving organizational culture. “Organisational culture is the
way things are one around here” (Deal & Kennedy,2000). The company has six main
features of its organizational culture. “Move fast”, is the first and this characteristic indicates
the importance of being able to adapt and respond to changes and trends in the market. “Do
the impossible”, when the company such as Tesla is constantly trying to innovate, the
company must ensure that its corporate culture encourages its employees to think outside of
the box. “Constantly innovate”, this characteristic just like the last one proves that innovation
is at the heart of Tesla, and it also shows the continuous nature of innovation at the company.

“Reason from First Principle”, CEO of Tesla promotes this characteristic himself, it revolves
around finding out the root factors to understand and solve the problems. “Think like
owners”, this characteristic supports company’s corporate vision, by encouraging employees
to take responsibility and risk. “We are all in”, this final characteristic shows that the
company is made up of a team which working to improve the business together (Meyer,
2019).
Core values of Tesla company are made up of: Doing the best, Taking risks, Respect,
Constant learning and Environmental consciousness. The company applies these five core
values as the principles that control the overall attitudes and practices of all stakeholders and
its workforce. These core values play a big role in Tesla’s success helping it become the most
expensive car company in the world (Mission Statemen Academy, 2019).
Job overview
Every company looking for a business advisor requires’ certain set of competencies from
person applying for a job. “Competency (competencies) describes the behaviour that lies
behind competent performance, such as critical thinking or analytical skills, and described
what people bring to the job” (Hurst, 2021). Graduates applying for a business advisor
position must have their competencies match of the organisation’s that they are applying to
(Hoffmann, 1999). The main competencies which are required from the person applying have
an excellent business sense and keen communication skills in order to be able to adequately
support social entrepreneurs. Business advisors are usually hired to provide useful strategic
and financial advice to different kinds of companies which can range from small companies
to a multinationals (Bencheva, Stoeva, Todorova, 2018). This report recommends recruitment
strategy based on competency and complemented by the strengths.
As Business advisor for Tesla, you will be required to have strengths such as ability to work
in a team and great communication skills. Because you will be expected to be serving as an
ambassador who makes sure that the customers receive the best possible service. Acting as a
pioneer for Tesla products and explaining and sharing the knowledge that you have or
received with company’s customers and being able to thrive in a team-based environment and
achieve common goals (Tesla, 2021).

Recruitment and Selection
In order to hire best possible people, company needs a good recruitment and selections
strategies. “Recruitment and selection are important operations in human resource
management, designed to make best use of employee strength in order to meet the strategic
goals and objectives of the employers and of the organisation as a whole” (Kapur, 2018).
Due to Tesla being a multinational company with more capital and time than local
companies, it can afford to carry out more test and include more steps in its recruitment
process to find the best possible candidate for the job. For Tesla company suggested
recruitment and selection strategy includes job application form, psychometric tests, video
interview and assessment centre and face to face interview.
Job application form can be made for several positions in one company or certain cases its
same application form can be used for several different positions. As it is a first stage of the
recruitment and selection. These application forms are usually created to understand the basic
information of the person that is applying for the job. This allows the company to approve or
deny the information provided by the candidates in their resumes. This gives a basic
understanding of the person applying it may include information such as, school and
university they went, previous work experience and personal information. The applicants
whose resume has been accepted move on to the next stage of the recruitment and selection.
(O’Meara and B. Petzall, 2013, pp.4–10)
Psychometric means literally ‘measurement of the mind’, and psychometric tests are designed
to measure the intrinsic mental characteristics of a person. The reason psychometric tests
have been so popular is because they are very easy to set up, and the fact they have been
developed to measure long range of mental characteristics such as: aptitudes, competencies,
personality traits, mood stares, psychopathology, psychosomatic symptomatology, attitudes,
motives and self-concept. (M.Breakwell et al., 2006, pp.185–188). This helps the company to
understand the candidate’s personality and if it fits with the company’s value and culture.
After passing the following tests candidates who have passed can then move to video
interviews.
Candidates then will be called for a video interview. These maybe concluded with one person
or several people who work for the company and know the line of work. Interviews require