University Project: MGB230 Recruitment and Selection for Tesco

This project provides a comprehensive analysis of Tesco's recruitment and selection processes, examining both internal and external recruitment strategies. It delves into the recruitment planning, strategy development, and the application of Breaugh’s model, highlighting the importance of aligning recruitment efforts with HR strategies. The project evaluates Tesco's selection process, including the use of CV screening, interviews, reference checks, and medical examinations. It also discusses various selection methods, such as aptitude testing, group exercises, and personality profiling, along with key selection criteria. The project also includes a matrix for the scoring decision-making process and an example interview guide, providing a practical overview of the recruitment and selection process within Tesco and suggesting improvements based on best practices. This project is a valuable resource for students studying recruitment and selection.

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).

Recruitment and selection 4
Recruitment advertisement
(Layout in the appendix)
Summary of selection process
Selection in basic terms known as the choosing the most suitable people who applies for
the vacancy. In this, screening of the candidate is vital which further ensures that the particular
candidate is selected for the interview who is best fit with the job requirements. In Tesco, CV is
considered which highlights about the candidates education and job history. Further successful
candidate is selected for interview. Then further the applicant faces the assessment criteria, then
they are selected for the second interview in which they have to work over various activities such
as team-working and then finally the offer letter is handed over for their final selection (Black, &
Johnson, 2012).
Describe the selection process, selection methods
According to my opinion, the selection process should include the CV of the applicant
along with that; interviews should also be conducted so that the company should know about the
applicants, their knowledge, their skills, their education, abilities. Hence, this entire criteria
highlights that the HR strategy should be aligned with the recruitment strategy. Furthermore, the
company should also conduct an effective interview, which helps them in understanding about
the client more than it is mentioned in the specific CV. Moreover, the company should also
conduct the reference check, which helps in verifying the applicants’ qualifications and
experience with the reference provided by them (Tzeng, & Huang, 2011). As such, references
will help the company and the interviewer to understand the conduct, attitude and the behavior of
the candidate as an individual as well as professionally. Thirdly, the company should also
arrange some medical examinations, such as for physical testing, health testing to ensure that
whether the candidates are capable to perform well or not. Therefore, such examination helps the
company or any other organization to gain knowledge about the candidate and also helps them in
selecting the right applicant who is physically fit along with mental fitness. Then, finally,
company should thin of selecting a candidate which proves that the applicant is totally qualified
in all the rounds of the selection process and in some days the offer letter will be handed over the
applicant for the final confirmation of the selection (Swider, Zimmerman, & Barrick, 2015).

Recruitment and selection 5
Selection methods with their key selection criteria
In relation to Tesco Company, they need to select the assessment method, which are
based on the multiple testing processes. This aspect mainly includes the aptitude testing, group
exercise to judge Team building practices, in –tray exercise, presentation as well as personality
profiling. As all these selection criteria, helps the company in examining the important aspects of
the job and along with this, it also helps in measuring that how well the individuals are likely to
perform in the job.
Other than this, company also looks for the abilities which is tested through the ability
testing which generally covers an area such as general intelligence, verbal ability, clerical ability,
numerical ability and lastly, spatial ability. As all these tests helps the company to know about
the general intelligence of the individual as well as competence within that person is also taken
into consideration while selecting them (Thiruchelvam, & Tookey, 2011).
Moreover, this aspect also add-on the qualification criteria, such as their schooling
degrees highlights about the level of education and their oral communication abilities.
Furthermore, the company for hiring, other skills such as programming or the graphic designing
also the mandatory selection criteria applies proficiency with the computer handing and the
applications, because without this, candidate will not be able to handle the work (Patil, 2014).
Alternatively, when a person has already done a job, or we can say he/she is experienced,
generates more general selection criteria. In this aspect, the company looks for those who are
competent enough to perform well and most importantly placing their specific experience in the
selection criteria, which ensures that the work, which they will do, should be matched with the
background or the working environment and culture (Yadav, & Sharma, 2016).
Lastly, the company also sometimes performs the situational tests, hence such kind of
tests helps in determining that how an individual will react in a given situation. Such situational
judgment selection test criteria helps in knowing the potential of the employees and helps in
knowing the abilities to handle the particular messy situation within the company (Phillips,&
Gully, 2015).
Matrix for the scoring decision making process
Please start the interview:

Recruitment and selection 6
Questions
1. What is your highest education level that you have received?
2. Who is your current or last employer?
3. Why do you plan to/did leave that position?
4. What leadership skills and experience do you have that would succeed you as an effective
leader? Be specific.
5. What pressures do you feel in your job? How to you deal with them?
6. Give me specific example of previous working experience that you have found individually
satisfying.
Scoring sheet
Job Applicant’s Name _______________________________ Date
_________________________
Experience ___
Position Being Applied For ----------------------------------------------------------------------------------
Job Interview Score Sheet
Directions:
Circle a
score for
each item
below. Add
up the total
points in
each
column.
Then add
the columns
together.
Excellent Good Fair Needs
Improvement
Poor
Firm
handshake
(not limp or
too strong)
4 3 2 1 0
Introduction
(eye contact,
4 3 2 1 0

Recruitment and selection 7
smile, says
name)
Dressed
appropriately
for the job
4 3 2 1 0
Brought
resume
4 3 2 1 0
Answer to
question #1
4 3 2 1 0
Answer to
question #2
4 3 2 1 0
Answer to
question #2
4 3 2 1 0
Answer to
question #3
4 3 2 1 0
Answer to
question #4
4 3 2 1 0
Answer to
question #5
4 3 2 1 0
Answer to
question #6
4 3 2 1 0
Body
language
(sits up
straight, eye
contact,
smiles,
answers
questions
with
enthusiasm,
acts
interested)
4 3 2 1 0
Ending the
interview
(shakes hand
& thanks
interviewer)
4 3 2 1 0
Total of all columns: ____
Points Earned What This Means Scholars Grade
40 - 44 You are an outstanding
applicant for the job. You
A

Recruitment and selection 8
got the job!
35 - 39 You did a good job at the
time of interview. You will
be recruited when other
applicant do not score higher
than you.
B
0 - 34 I hope you get along well
with your family. You may
be living with them for
longer time.
C- F
Outlining a strategy
According to the analysis, Tesco needs to make alternation in their strategies such as they
need not to think of the cost effective strategy, as for the recruitment aspect, the company needs
to do more and more of advertisements through an adoption of the social Medias, brochures.
Such 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 (Hadad, Keren, &
Laslo, 2013).

Recruitment and selection 9
References
Aakash, G. (2011). Effectiveness of Online Recruitment and Selection Process: A Case of
Tesco. Pacific Business Review International (e-Journal), January-March.
Black, S. L., & Johnson, A. F. (2012). Employers' use of social networking sites in the selection
process. The Journal of Social Media in Society, 1(1).
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Hadad, Y., Keren, B., & Laslo, Z. (2013). A decision-making support system module for project
manager selection according to past performance. International Journal of Project
Management, 31(4), 532-541.
Hayati, N. R. (2019). Building a Conceptual Framework for Recruitment Process. Global
Business & Management Research, 11(1).
Holm, A. B. (2012). E-recruitment: towards an ubiquitous recruitment process and candidate
relationship management. German Journal of Human Resource Management, 26(3), 241-
259.
Kester, L., Griffin, A., Hultink, E. J., & Lauche, K. (2011). Exploring portfolio decision‐making
processes. Journal of Product Innovation Management, 28(5), 641-661.
Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Industrial
Engineering Letters, 2(1), 34-43.
Madia, S. A. (2011). Best practices for using social media as a recruitment strategy. Strategic HR
Review, 10(6), 19-24.
Patil, A. N. (2014). Modern evolution in supplier selection criteria and methods. International
journal of management research and reviews, 4(5), 616.
Phillips, J. M., & Gully, S. M. (2015). Multilevel and strategic recruiting: Where have we been,
where can we go from here?. Journal of Management, 41(5), 1416-1445.

Recruitment and selection 10
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit:
Development of applicant person-organization fit perceptions during the recruitment
process. Journal of Applied Psychology, 100(3), 880.
Thiruchelvam, S., & Tookey, J. E. (2011). Evolving trends of supplier selection criteria and
methods. International Journal of Automotive and Mechanical Engineering, 4(1), 437-
454.
Tzeng, G. H., & Huang, J. J. (2011). Multiple attribute decision making: methods and
applications. Chapman and Hall/CRC.
Yadav, V., & Sharma, M. K. (2016). Multi-criteria supplier selection model using the analytic
hierarchy process approach. Journal of Modelling in Management, 11(1), 326-354.
Yu, K. Y. T., & Cable, D. M. (2012). Recruitment and competitive advantage: A brand equity
perspective. Oxford handbook of industrial–organizational psychology, 197-220.

Recruitment and selection 11
Appendix
Interview instructions
We ensure that your personal detail would not be shared to anyone. This detail is only for
interview purposes. Furthermore, there are some questions, you have to give answer for each
question. In case, you feel uncomfortable then, you can skip that question. You can also ask any
 Social media manager
 Software developer
 Customers service
 Advertising manager
 Web marketing executer
JAN 6TH (9AM to 6PM)
Call us – 9929887654
www.tesco.com

Recruitment and selection 12
question from us any question, in case, you found difficult to understand. We are available for
your assistance. The interview will be of 25 minutes.