Comparison of Recruitment and Selection Approaches in Tesco and Jaguar Land Rover

This report compares and evaluates the recruitment and selection approaches of Tesco and Jaguar Land Rover. It discusses the unique approaches of each company and provides recommendations for improvement. The report emphasizes the importance of human resource management in selecting the right candidate for the appropriate position.

SUMMATIVE
ASSESSMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
COMPARE, CONTRAST AND EVALUATION OF APPROACHES OF RECRUITMENT
AND SELECTING GRADUATES IN TESCO AND JAGUAR LAND ROVER.........................1
FINDINGS.......................................................................................................................................2
EVALUATION................................................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management refers to a kind of strategic approach in order to create
effective and efficient management of the workforce within the organization. It is designed in
order to maximize employee performances in service of an employer's strategic objectives. It is a
type of practice in which recruiting, hiring, managing and deploying an organization's
employees (Abbas, Shah and Othman, 2021). This report will illustrate the concept of
recruitment and selection process of Tesco and Jaguar Land Rover in detailed and elaborative
manner along with certain findings and evaluation.
COMPARE, CONTRAST AND EVALUATION OF APPROACHES OF
RECRUITMENT AND SELECTING GRADUATES IN TESCO AND
JAGUAR LAND ROVER
Tesco plc is a British international establishment dealing in grocery items along with
general merchandize retailer headquartered in England. The company is the third largest retailer
firm all across the world as per gross revenue. It has shops in five diverse countries across
Europe and hence this acts as a market leader of groceries within the UK with huge amount of
market share. On the other hand, Jaguar Land Rover is an automotive PLC which is also a
British multinational automotive company deals in production of luxury vehicles and sport
utility vehicle. Organization deals into re imagining the future of modern luxury by designing
through two different British brands. It is an owned subsidiary of Tata Motors which offers
modern luxury cars by design.
The organizations like Tesco and Jaguar Land Rover has been chosen in order to
complete this report by highlighting the concepts in detail as both the organizations are giving
their best in their individual sector within the external environment in which various other
companies are also situated (Sołek-Borowska and Wilczewska, 2018). Both the establishments
shares huge amount of market share along with great goodwill or market value among their
customers. Apart from this, the firms are effectively utilizes their recruitment and selection
procedure in order to recruit their employees due to which it has been identified that these two
companies appropriately able to elaborate the concept in detailed way. The Tesco follows
effective recruitment and selection procedure as they made applications online for managerial
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positions, successful candidates are invited for interview, screening test occurs at assessment
centre, unsuccessful candidates gets the letter, successful ones again invited for second interview
session and finally company provides offer letter and contract to the ones who are highly
suitable for the company. However, the Jaguar Land Rover also have their unique recruitment
and selection criteria such as online application selection, telephonic discussions, online tests,
interview at assessment centres, they also follow behavioural interviews, technical interviews
and strength based interviews, and finally role-play helps to select the candidate for appropriate
role and finally offer letter sent to the finalized candidate (Bowe, 2020). Moreover, according to
the above specification, I would like to join the firm Jaguar Land Rover because they deal with
luxury products by meeting all the requirements and demand of their customers along with
provide them high amount of comfort level.
FINDINGS
In context of recruitment and selection approaches, Tesco is the biggest private sector
company which proved employment to large number of people within the UK. The company has
more than 370,000 employees all across the world. Tesco utilizes personnel preparation in order
to establish the likely demand for staff members. This considers both the positions i.e.
managerial as well as non-managerial. This planning process runs each year which adjust staff
level as and recruit as and when required. Company desire to stuff many vacancies from within
the organization. This illustrates the significance of motivating their staff members to
development their career within the firm. This encourages working people with their way
through and up the organization. In terms of recruitment procedure, it has been evaluated that
attracting the right candidate to apply for vacancies is the major task that has been fulfilled by
the human resource people within the organization (Ore and Sposato, 2021). Tesco primarily
looks for internal talent plan to fill the vacancy. This is the procedure that lists current
employees looking for a move either at the similar level or on promotion. Options taken by the
firm in order to promote internal ways of recruitment includes intranet facility through which the
candidates are aware about the vacant positions.
For extrinsic accomplishment, Tesco advertises vacancies via the company website or
through vacancy boards in stores. Applications are prepared online for managerial positions.
Chosen applicant have an examination followed by group action at assessment centre for the
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ultimate stage of the assortment criteria. Citizenry who are fascinated into store based jobs can
approach directly to the stores with their CV or register through Job-centre Plus. The stores set
up a ready and waiting list of people applying in this way and calls them in as jobs become
available.
In context of selection it regard choosing the most suitable people from those that apply
for a vacancy whilst keeping to employee laws and regulations. Screening of candidates is a very
significant part that has been performed by HR people. In introductory time period of viewing,
Tesco choosers will look carefully at each and every applicant CV and after that they match the
candidate skills with the requirement of the position.
The candidate who passes the screening attends at assessment center which is run by
managers. They help to provide uniformity in the selection process. Applicants are given
assorted exercises after that they have an interview in assessment centre with managers under
which they have been evaluated that whether they are fit for the position or not (Bakhashwain
and Javed, 2021).
On the other hand, the recruitment and selection process of Jaguar Land Rover, it has
been identified that Jaguar Land Rover is able to pull in talent through their adjusted operation
and adhesive core group company values. The establishment supplies harmless on the job
surroundings along with they work hard to create different and inclusive working atmosphere
that is composed of talented people because they believe that these are the ones who are able to
make the company different form their competitors with the help of their skills and abilities. The
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company receives nearly 400,000 applications for just 2500 positions which also making hard
for their HR people to land job to the candidates. The organization conducts aggravated hiring
procedure to select the best employees for their firm. Candidates go through proper interview
procedure with staff and hiring managers where the interviewees are faced with complicated
questions and great pressure to test their abilities. The final interview consists with the top
management of the firm. They focus towards both internal and external recruitments. The firm
confirms the validity and dependability of candidates by making them go through a trial period
at the end of test their skills in order to complete particular role and to ensure what they have
incontestable in the examination is the truth, and they are perfectly fit for the role.
EVALUATION
From the above report it has been evaluated that the procedure that has been followed by
the firm Tesco is utilized in order to hire potential candidates for mostly store job profiles and
they follow that kind of culture as well in order to recruit or select their employees through
collecting applications even at stores as well. On the other hand, Jaguar Land Rover is a firm
which offers luxury products to the high grade people and hence require such kind of employees
who are capable enough to understand the things in utmost technical as well as luxury designing
manner. Thus, their recruitment and selection procedure consists of activities that makes them
ensure about the skills and abilities of the candidate to fulfil the requirements of the client in
each and every manner (Aungsuroch, Gunawan and Fisher, 2021). In case of Tesco, above
explained procedure is greatly helpful in improves the hiring quality and select appropriate
candidate at the right position. Apart from this their electronic recruitment derives their
advancement into technical as well as provide effective service to their customers that ease down
their working. While in Jaguar, the recruitment and selection process helps the firm to select
desired candidate who are able to fulfil specific defined role.
Thus, it has been identified that these processes are unique in their own ways and greatly
important for both organizations as it fulfils their individual job requirements and try their best
to provide equal and fair opportunities to each of their employees as well as candidates who are
going to work within the establishment. From the evaluation it has been recommended to both
the organizations that in order to make the recruitment and selection procedure more efficient,
the Tesco needs to follow certain amount of traditional aspect which highly focus towards face
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to face interviews in order to judge the appropriate abilities of the candidates who has been
coming for the job interview. However, the Jaguar Land Rover needs to be focused towards
taking technical tests of the candidates who are coming for the specific job role in order to
reduce their training sessions costings as well as time consumed within them.
CONCLUSION
From the above report it has been concluded that human resource management is greatly
significant in any organization in order to fulfil the requirements of the company by recruiting
appropriate candidates who are going to work for the betterment of the establishment by
providing their best efforts towards their role. This helps to select right candidate for the
appropriate position. Hence, the above study effectively able to describe the recruitment and
selection process among each of the firm along with the fact that this helps them to handle their
business growth and expansion among the competitive world.
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REFERENCES
Books and Journals
Abbas, S.I., Shah, M.H. and Othman, Y.H., 2021. Critical Review of Recruitment and Selection
Methods: Understanding the Current Practices. Annals of Contemporary Developments
in Management & HR (ACDMHR), 3(3), pp.46-52.
Aungsuroch, Y., Gunawan, J. and Fisher, M.L., 2021. Recruitment and Selection.
In Redesigning the Nursing and Human Resource Partnership (pp. 31-48). Palgrave
Macmillan, Singapore.
Bakhashwain, S.A. and Javed, U., 2021. THE IMPACT OF RECRUITMENT AND
SELECTION PRACTICES ON EMPLOYEE PERFORMANCE. PalArch's Journal of
Archaeology of Egypt/Egyptology, 18(14), pp.251-260.
Bowe, S.N., 2020. “Fit” Has a Broader Meaning: Recognizing the Utility of Person–
Environment Fit Theory in Residency Recruitment and Selection.
Ore, O. and Sposato, M., 2021. Opportunities and risks of artificial intelligence in recruitment
and selection. International Journal of Organizational Analysis.
Sołek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment and
selection process. Nowoczesne Systemy Zarządzania. Modern Management Systems,
(3), pp.219-232.
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