HRM Report: Comparing Recruitment Processes of TESCO and Sainsbury's

This report offers a comparative analysis of the recruitment and selection processes employed by TESCO and Sainsbury's, two prominent supermarket chains. The assignment examines the distinct approaches of each company, with TESCO primarily utilizing internal recruitment and website-based advertising, while Sainsbury's relies on external recruitment agencies. The report delves into the advantages and disadvantages of each method, highlighting the cost-effectiveness and time-saving benefits of TESCO's approach, as well as the potential drawbacks in identifying candidate skills through online CVs and the limited reach of online advertisements. The Sainsbury's approach, which includes a strict no-CV policy, is also discussed. The report draws on academic sources to support its findings, providing a comprehensive overview of HRM practices in the retail sector.

Human Resource Management

Comparison of recruitement process of TESCO and
Sainsbury's
TESCO and Sainsbury's both have far differed selection process. Though both
are working as leading supermarket firms and operating their business
across the world. But their procedures and HR policies are different from
each other. TESCO uses internal selection process and website
advertisement strategy but Sainsbury's uses support of external recruitemnt
agencies for selection.

Recruitment and selection process of TESCO:
• TESCO first look towards internal talent for particular vacant post. It
advertises about specific post internally and if managers do not found any
suitable candidate then it takes support of its website.
• TESCO publish news on its website and clarifies all information about
skills requirement. Candidates who uploaded their resumes on it, HR
carefully look at their CV. And after scrutinizing it calls suitable
candidates for interview.

Selection process of Sainsbury's:
Sainsbury's follows a strict no CV policy. For selecting right candidates
Sainsbury's take support of external recruitment agencies. It makes
connection with such consultancy firm and give them all detail. After
getting informations, such firms send resumes of eligible candidates and
HR managers scream the candidates skills and conduct interview for all.

Advantage and disadvantage of TESCO process:
Advantage:
• It is cost effective process of attractive candidate in the organization.
Existing works are well aware with working environment so mangers need
not to train them again.
• As TESCO first upload necessary required skills and experience on its
website for particular job, so right candidate can be selected by this
process. It is time saving process.
Disadvantage:
• HR manager can not identify actual skills of individual by looking at their
resume via online medium.
• It may be possible that recruitment advertisement can not reach till mass
audience so it may be possible that process can get failed.

References
Dmitrieva, N. V. And et.al., 2014. Scientific and Theoretical Aspects of the
Staff Recruitment Organization within the Concept of" Talent
Management". Asian Social Science. 11(3). pp.358.
Sivabalan, L., Yazdanifard, R. and Ismail, N. H., 2014. How to Transform the
Traditional Way of Recruitment into Online System. International Business
Research. 7(3). pp.178.
Ohr, S. O. And et.al., 2014. Organizational support in the recruitment and
transition of overseas‐qualified nurses: lessons learnt from a study
tour. Nursing & health sciences. 16(2). pp.255-261.
Bauer, T.N., Erdogan, B. and Taylor, S., 2012. Creating and maintaining
environmentally sustainable organizations: Recruitment and onboarding.

Thank You