IBS Project: Analyzing Recruitment Strategies at Tesco - A Case Study

This case study examines the recruitment practices of Tesco, a leading global retailer, focusing on its strategies for attracting and selecting suitable candidates. It begins by defining human resources and recruitment, further explaining on-demand and contingency recruitment models. The study delves into Tesco's workforce planning, application process (both physical and virtual), and interview procedures. It highlights how Tesco ensures it selects the right candidates by carefully reviewing CVs and conducting thorough screening processes. The conclusion emphasizes the vital role of HR in meeting organizational needs and the contribution of effective recruitment to business success. The case study also underscores the importance of recruitment models in enhancing HR effectiveness and ensuring the right people are hired for the company's growth.

PROJECT TEMPLATE FOR IBS ON
HR CASE STUDY

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
Define Human Resource..............................................................................................................4
What is recruitment?....................................................................................................................4
Recruitment models ....................................................................................................................4
Case Study of Selected Company................................................................................................5
How the company is recruiting people? How they make sure they are selecting right one?......6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7
Books and journals...........................................................................................................................7

INTRODUCTION
Recruitment process refers to identifying and selecting the perfect candidate for the
organization which is on the basis of their job roles. The process helps to find out the attitude and
several abilities in the candidate who are willingly to fulfil the objective of the organization. The
current report will include the definition of HR. further, talking about 2 recruitment models
which will show the correct recruiting process. It will include the case study of the chosen
company and how the company is recruiting people as well as how do they make sure they are
recruiting the right people for their business.
MAIN BODY
Define Human Resource
Human resource is the department in the organization, where they have a responsibility
for all the work related things such as recruiting, selecting and training of the particular
employee. HR plays a key role in the businesses to deal with the fast changing company's
environment and create a bigger demand of the quality employees in this 21st century.
What is recruitment?
It is a process which is conducted by the Human Resource to find an effective and quality
employee for the organization (Abell and et.al., 2018). The recruitment definition includes the
whole hiring process from the individual to individual which help to provide a better employee
to the company which increases its productivity. Recruitment is basically a job of HR, with the
help of the proper process. It helps to divide such applications into the different categories for the
under and over qualified people who would help the company to grow properly.
Recruitment models
Whether it is a big or small organization it always has a needs of hiring the proper
employee for their company which help to gain a proper advantage. (Adam, Rademaker and
Serences, 2021). Sometime it creates the difficulty to find out the employees who have
capabilities to work with the particular business environment. There are two models which
shows the proper advantage of the recruitment process.
On demand recruiting
This model defined as, the recruiters who are working as on the hourly or on the project
basis which simply reflects that to hold up the right one to the company or can remove any
recruiter on the basis of the hours in the company. This also include some type of the term

Renting which is used by the recruiter for extending the organization which have a proper talent
function which help the business on its growth. This recruitment model consider as to be very
flexible for the organization. It has a consistency which is probably different form the RPO
recruitment process which provide such useful tools to the company instead of any replacement
in the business.
This model is used to follow current recruitment process which is used by the existing
technology as well (Black and van Esch, 2020). It provides the skilled team recruiters with the
particular industry which get the immediate scale of the demand which is changes by the
organization and reflects the overall productivity of the company. It has a proper option for the
businesses to shifts out such staffing agencies and some contract recruiters in the favour of such
strategy and efficiency for the effective approach.
Contingency hiring
This model work on the basis of some terms and conditions with the customer or clients
and offers individual role and posts which is required on the basis of the organization. It helps to
integrate the ongoing process of recruitment and some placements which are available in the
client's business. The particular people who are properly following this model they do not need
to pay to any of the recruiter which have a proper advantage for them in the business. If the
organization who have a consultant as their recruiters to follow this pattern the candidate need to
pay for this to the recruiters.
It basically depends upon the specific hiring process and needs which an organization has
a need. It conducted the different kind of tests which help to identify the right employee for the
business which help the company to create a potential from it and helps to gain the advantage on
the company. Moreover, these recruiters keep a proper database of the individual to get a proper
support and give a right employee to the client which increases the recruiter's productivity.
Case Study of Selected Company
Tesco is one of the largest retailer in the world, with having the core business retailing
process in United Kingdom. It provides the better sales and profit, it has varieties of foods in
form the any retailer in the UK which gain a better competitive advantage (Darmawan and et.al.,
2020). Its position is on the global level which clearly leading up the expansion of the business
internationally. It is because the leaders of the company have a higher goals as well as the high
standards which help to grow their business as fast.

How the company is recruiting people? How they make sure they are selecting right one?
Tesco is using the workforce planning to establish the correct demand of the new staffs. It
selects the particular application which is either physical or virtual for such positions after this
the chosen candidate scheduled the interview which is conducted by the company physically at
their selected office or any of their branch. If people who are interested in the selective store
based jobs they can clearly apply for that also register over there and drop their CV which can
create the help for the company to get to know about the right people who are interested in their
company.
The selectors of Tesco always looks carefully at each of the candidate's CV which help
them to get to know about they are hiring the proper candidates or not. The people who pass the
screening process they moved to the managers where they take the final tests of them which help
in the selection process.
CONCLUSION
From the above study, it has been concluded that, the HR plays the vital role for the
estimating the future and current needs of the organization. Further, the recruitment process
increases the probability to attracting the wide range of people towards the organization. An
effective recruitment process contributes in the huge role towards the business's success.
Furthermore, with the use of the two recruitment models it shows the selection and recruitment
process which help to enhance the effectiveness of the HR. After selecting the company it
mentioned its background and full case study. It shows with the use of the case study, their
recruitment process, and they assure about hiring the people for their business.

REFERENCES
Books and journals
Abell, J.G. and et.al., 2018. Association between systolic blood pressure and dementia in the
Whitehall II cohort study: role of age, duration, and threshold used to define
hypertension. European heart journal. 39(33). pp.3119-3125.
Adam, K.C., Rademaker, R.L. and Serences, J.T., 2021. Evidence for, and challenges to, sensory
recruitment models of visual working memory. Visual Memory. pp.5-25.
Black, J.S. and van Esch, P., 2020. AI-enabled recruiting: What is it and how should a manager
use it?. Business Horizons. 63(2). pp.215-226.
Darmawan, I. and et.al., 2020. The role of social media in enhancing clinical trial recruitment:
scoping review. Journal of medical Internet research. 22(10). p.e22810.

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