Recruitment and Selection Analysis 2022

HRM
Recruitment and Selection
Student’s name
10/19/2019

Recruitment and selection 1
Introduction
Tesco one of the well-known private sector company, which is based in UK with 360,000
employees, employed over there, furthermore, it is seen that company has its well-defined
recruitment and selection for both operational as well as managerial roles. In recruitment aspect,
it was fond that that Tesco applies various methods to advertise vacancies. They are more
dependent on the internal talent plan in which employees within company thinks of promotion.
Moreover, Tesco vacancies are posted on their websites as well as external recruitment boards.
Moreover, in terms of selection aspect, company generates the waiting list of the employees.
Initially, CV’s are collected and summarized, than on that basis, company selects those whose
qualification matches to their requirements. Then they start with the interview following with the
background and medical checkups. After selection is done, the company provides training to the
newer employees, which helps them in growing and dealing with the issues raised within the
organization. Hence, from the above knowledge it is analyses that Tesco applies the cost
effective approach in order to target the most qualified, skilled and experienced employees for
their company (Aakash, 2011).
However, there are certain issues, which are diagnosed in relation to the internal and
external recruitment of Tesco. As when Tesco is hiring of selecting candidates from the internal
aspect, the chances of the discrimination are higher than normal. Other than this, it was also
found that Tesco management mostly prefers candidates from the UK perspectives irrespective
of the qualification. Furthermore, it is also seen that the company is less inclined towards hiring
Muslim candidates. Therefore, according to my opinion, the company should hire people on their
basis of skills, abilities, experiences and qualification rather on the basis of caste, gender,
location, beliefs or religion.
Overview of recruitment and selection process
In general, terms when we talk about the recruitment, it simply highlights about the
process, which helps in finding and attracting the potential resources for filling up the vacant
positions in an organization. Not only this, organization also source the candidates with the
abilities and attitude which are generally required for achieving the set objectives and goals of

Recruitment and selection 2
the organization. Recruitment process mainly comprises of five aspects, which are powerful
resource base, as this entire process undergoes with the systematic procedure, which starts from
sourcing the resources to arranging them conducting interviews and finally selecting the best-
suited candidate (Ekwoaba, Ikeije, & Ufoma, 2015).
Recruitment planning
Strategy development
Searching the right candidate
Screening or shortlisting
Evaluation and controlling
Furthermore, in terms of selection aspect, it is also the well-defined process for choosing
the right candidate for the vacant position. In comparative to the recruitment process, selection
process is negative in which elimination or rejections of candidates are done in order to identify
the right candidate for the vacant position in an organization (Holm, 2012). This aspect also
carries a specific process, which comprises following steps-
Interview
Reference checking
Medical examination
Final selection
Summary of recruitment strategy
As we, all know that hiring a perfect candidate for the job is an integral part of the
running business. Therefore, it is important to align the recruitment strategy with the HR
strategy, as it helps in aligning the strategic goals and initiatives of the organization and human
resource. In other words, recruitment strategy mainly highlights about the goals for the
recruitment process to follow the set goals so that the organization reaches the desired position

Recruitment and selection 3
on the job market. Furthermore, strategy for the targeting the best candidates for the recruitment
are on the three basic aspects such as performance level needed, experience level needed,
category of the applicant is required (Kumari, 2012). According to my opinion, Tesco should
work over its cost effective strategy. As in today’s time it is seen that people are more social, so
using advertisement, online ads which helps the company in targeting more of candidates than
usual. As due to this, strategy, company targets the right people. People in general get to know
about the company that what do they require are mentioned in the advertisements. Lastly,
through advertisement recruitment, such as newspapers ads, billboards, posts on social Medias,
and various channels, company attracts the most talented and skillful the potential employees
will be (Kester, Griffin, Hultink, & Lauche, 2011).
Breaugh’s model
The first and the foremost method of this model highlights about recruitment objectives,
in which the company thinks of filling up the vacancies on the basis of their skills, interest,
education and knowledge, along with the consideration of time framework filling positions and
number of applicants which are to be hired. Similarly, in Tesco concern, the company should
firstly targets the applicants that are educated, knowledgeable, experienced, abilities and skills to
understand the particular job and their working styles (Hayati, 2019). Secondly, the
development of the recruitment strategy, in which company thinks of whom to recruit, where
to recruit, what all message to be communicated, budget considerations and lastly timing for
recruitment strategy. Hence, in terms of Tesco, they should recruit those who have a competency
along with the full knowledge about the subject. Furthermore, timings, allocations, budget
consideration are to be communicated with the applicant (Yu, & Cable, 2012). Then, company
also does think of recruitment methods and this concern, Tesco should apply social media
advertisements, websites ads so that people should be aware about the companies’ requirements.
Thirdly, recruitment activities highlights about the jobs fairs, recruitment brochures and placing
advertisements, similarly, Tesco should generate such activities so that people should get aware
about the company, their needs. Moreover, it also highlights about the timings, contacts and
much more. Fourthly, the applicant interview are taken into considerations, such as questions
asked in interview are legally appropriate, the applicant expectation. Lastly, the recruitment
results which highlights about the recruitment objectives, strategies, activities implementation
and hiring decision making process is taken into consideration (Madia, 2011).