Analysis of Recruitment and Selection Process at TESCO PLC

This report provides a comprehensive analysis of the recruitment and selection processes employed by TESCO. It begins with an introduction to the importance of recruitment and selection within personnel management, differentiating between internal and external recruitment methods. The report explores the advantages and disadvantages of each approach, specifically within the context of TESCO's operations. It then delves into the legal and regulatory framework impacting TESCO's recruitment practices, highlighting key legislation concerning discrimination, equality, and equal pay. The report further examines the documents used in the recruitment and selection activities, including job descriptions, job adverts, CVs, and application forms. It outlines the steps involved in planning and conducting a selection interview, providing a detailed guide to the process. The report also analyzes the interview process, including preparation, strengths, and the stages of recruitment and selection, providing a theoretical framework for understanding the complexities of the recruitment process and its application within a real-world business context.

RECRUITMENT

Table of Contents
Introduction ....................................................................................................................................1
TASK 1............................................................................................................................................1
P1Organisations plan recruitment using internal and external sources..................................1
P2 The impact of the legal and regulatory framework TESCO company .............................2
TASK 2............................................................................................................................................2
P3the documents used in selection and recruitment activities...............................................2
M1&d1...................................................................................................................................4
TASK 3............................................................................................................................................4
P4Plan to take part in a selection interview............................................................................4
P5Take part in a selection interview......................................................................................5
M2& d2 .................................................................................................................................5
Conclusion.......................................................................................................................................7
References .......................................................................................................................................8

Introduction
Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of
management. All managers have responsibility of staffing function by selecting the chief
executive and even the foremen and supervisors have a staffing responsibility when they select
the rank and file workers (Berman,et.al., 2012) However, the personnel manager and his
personnel department is mainly concerned with the staffing function. the internal types of
recruitment may provide into the specific contribute reliability with a specific opportunity
position of the company. TESCO PLC is a British multinational grocery and general
merchandise retailer headquarter in chestnut ,Herefordshire ,England ,united kingdom . Recent
TESCO company decide to close 43 store despite better Christmas sales. It will close 43 store
across the UK. More then half of which local conveniences shop other TESCO express. The
supermarket chain announced it would be dropping different plan to build up the 49 very large
stores . This performances as a businesses has fallen significances short of where they would it
be absolute impressive protect the future period of their business for the 300,300 collegies
TESCO will employee all over the UK.
TASK 1
P1Organisations plan recruitment using internal and external sources
Internal recruitment
it is the process of recruiting within the organisation through stages such as recruitment
and retraining of staff. If a company is unable to find any suitable candidates they will progress
onto external recruitment. The advantage of using internal recruitment compared to external is
that it is cheaper and quicker (Boohene and Asuinura, 2010). The employees within TESCO are
also aware as to how business operated and are familiar with any procedure, resulting in limited
training being needed. The idea of being promoted also motivates staff to perform at their best
which allows for a business like TESCO to operate to an excellence standard. A final advantage
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of internal recruitment is that the company already knows the strength and weaknesses of their
employees
External recruitment
If TESCO decided that internal recruitment is not best fitted for them they will decide to
progress on to external recruitment. A few advantage of this is the fact the company has more
opinions, the ideas may be fresh and a new person may be more motivated compared to
someone who's been in the organisation for few years (Brewster, and Hegewisch,
2017).However, there are many disadvantage of external recruitment such as the fact its
expensive ,time consuming and the company may be unable to find someone suitable for the job.
P2 The impact of the legal and regulatory framework TESCO company
There are various laws which must be considered during the recruitment process which
includes legislation regarding discrimination and equality as well as other ethical issues.
Employers could risk heavy penalties if they were found to be breaching the laws. The Equality
Act 2010 brings together a number of old legislations together into one law. This covers all
aspects of discrimination in the workplace including age, sex, orientation, race and religion. It
also includes gender realignment and pregnancy and maternity.
Employees must receive protection from this type of discrimination,
victimisation and harassment. Employees who believe they have been mistreated under the Race
relations act can take their employer to the industrial tribunal. Indirect and direct discrimination
can also apply to this act. The next act which employers must consider is the Equal Pay Act
1970. This act forces employers to pay and women equally. This includes all benefits and aspects
of pay. When the act was introduced in 1970, the gap between men and women was 37%. This
act ensures that men and women are paid equally when they are doing either; the same jobs,
equivalent jobs or jobs of an equal value.
TASK 2
P3the documents used in selection and recruitment activities
Job description
The purpose of a job description is to give information about the job responsibilities, the
job function, the duties and what the expectations are for a certain kind of job so the employee or
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the person who is applying for this job. Every organization have their own job description
because every company has other responsibilities, duties and job function
 To develop and (where necessary) adjust the fire sales and online marketing strategy.
 The contributions and co-implementation of the Digital Sales / fire plan year
 Translating online marketing and e-commerce trends to new online features / concepts
(business opportunities).
 Identifying trends in digital media and translating them into concrete concepts.
 Increasing of the online brand awareness.
 Making marketing projects.
 To achieve the planned targets in terms of traffic, conversion, ROI and response.
 Analyse, evaluate, report and optimize the results of the online marketing and the online
shop.
 To make recommendations to improve the efficiency of online campaigns and online
shop.
 Establishing, managing, analysing and optimizing online marketing campaigns
(including SEA, SEO, email marketing, social media) and channels. requirements.
 Working and thinking.
 2 to 5 years relevant work experience.
 Affinity with and knowledge of digital media and marketing efforts.
 Knowledge and experience with online cost models.
 Good skills in Microsoft Office.
 Results-oriented, persuasive, communicative.
 Cooperate, organization sensitive.
 Able to draft and to provide concrete business case.
Working conditions
Employment: Year contract (With proven performance permanent).
Working hours:Full-time. (36 hours per week )
Salary: €72.000 year based.
Other benefits:Lease car, Public traffic Travel Card.
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Company e-mail address & Extra Information.
Textile UK B.V
[e-mail]
044-800 331 6062
P4 CV & Application form.
M1&d1
Job advert
A job advert is announcements about the specific job which is available it is usually by
creating resources manger of Salisbury executive search firm of employee agencies .the purpose
of the job advert intent to attract their right candidate or vacant position. A job advert concluding
the company name salary ,places job disruption contract hours. on the other hand CV also know
as curriculum vitae provide an overview of a person experiences skills employments history of
other qualification of an experience,skills ,employment history other qualification (Ofori, and
Aryeetey, 2011).
Job dissipation: The second document the sets out of purpose of the job where the job fits the
organisation structure the main duties and responsibilities of the job key task to be performed the
main purpose is define to the organisation structure (Chan and Kuok,2011). it provide essential
information to protection recruitment team so that they can be determine the right kind of person
to the job .
Conversely: Completed application form is form to provide by business and filled by n
interview such as name . It typically requested personal identification information such as name .
This is then forward to employee ,who ready thought and makes section decision to fill in the
vacancy
TASK 3
P4Plan to take part in a selection interview
STEP1: Before I carry out the interview I will shortlist the application I have revived from the
candidates with a checklist using the job description and person specification to creating the
criteria.
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STEP 2 : To be able carting application interview question I will use the job of description and
person speculation to help caring specific question. I will consistently ask each candidates the
same questions to bale compare their answers in the evacuation process.
STEP 3 ; Use the different application forma to ask more detailed question to specific
candidates for examples. If they mention same previous work experiences I can their application
form to ask what skills same previous they gained this will help to gain insight on their work
ethics.
STEP 4 :Then I will check the availabilities of an appropriate venue date and time.
STEP 5: Invite the candidates to the interview.
STEP 6 :Insure the are beverages to offer and documentation to help the interview process.
STEP 7:Structure the interview: intrudes your self seeking question then ask consistence
questionnaire about the job itself and the candidates personal experience or skills then given
candidates a chances to ask question.
STEP 8 :Evaluating of sheet to compare and evaluating the candidates with the shortlist
checklist.
Follow up the interview: offers job to successful applicants on the phone because it is quick and
given them opportunity to decline (Kelemenis,Ergazakis and Askounis, 2011). Then sent out
letter of regret to unsuccessful applicants
P5Take part in a selection interview.
Before the interview process I researcher the company and specific the job disruption and
how it fits in the particular background information say I could to show my abilities for doing the
responsibilities and duties I had done this so that I would get caught speechless , in the process
wrote down done the practices at lest five question ask the interviewee. These question give my
self a way to reflect on the interviewer lasts just in case I ended up hav8ing to decide between
multi pals positions late on in the future. throw out the interviewer I will be reaming respectful
professional and confident. I told employee what unique selling point are and how I can match
their lighting to what they want. I will make sure I use plenty of examples proofing my abilities
just saying skills enough and for this reason.
M2& d2
I will be analysing the contribution during an interview with regards to a job in
theoretical manner. These type of interview are important to acknowledge your strength and
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weaknesses due to the fact that it will improve in a positive way (de Vries,Bayramoglu and van
der Wiele,2012).
During the interview process
Analysing the feedback received from the interview I am able to contribute my own
personal strength and weaknesses and overall summarise my performance. My overall attitude
throughout the interview was kept professional, this was proved by the fact that no slang word
were used and each answer was presented with good English.
Preparation
To prepare for an interview there are many things at which someone should consider for it to
be a successful as possible. I practised any relevant question that may be asked within the
processes ensuring that I was prepared with detailed and relevant answer. Another preparation
technique I used is the research of the company at which the job is for.
Strength within the interview
It is important to recognise your strengths with regards to an interviewing process due to the
fact that it will ensure that you as the candidate will continue to show these strength.
Stages of recruitment and selection
A human resource department specialises in the recruitment and training of employees. Most
businesses will have a specific set of people dedicated to this aspect of their business . The first
stage consists of the HR department creating a job description. This documents will be used to
inform potential candidates about the job and the the type of tasks they are expected to perform.
The second stage consists of the creation of the specification. This will be used to
describe the type of person the company wants to employ. Within the card factory is likely the
person specification will consist of such traits as the ability to work hard. The nest stage requires
the HR to begin advertising for the position. This can be through such job websites as Gum tree
as well as advertising through newspaper (Kaya,Kocand Topcu,2010).Once the HR department
receives applications they will begin short listing candidates keeping only the applications that fit
their criteria . After this the company will progress on to interviewing the candidates that got
through the short listing. This is mostly done by those within the HR department however there
are specialise jobs that means the candidates will be interviewed by a manager or the boss.
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Conclusion
This report has been designed to select the best method of the recruitment and selection
for managing the human resources in the organization. In general there are two methods of the
recruitment such as Internal and External. It is advisable for the organization to select Internal
Method of recruitment for managing the human resources in the organization. TO conclusion all
above report we would help to creating effective recruitments and selection process here and will
help places right person to right job at the right times. It including different legal regularity
framework to improvement into the recruitment and selection process.
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References
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Brewster, C. and Mayrhofer, W. eds., 2012. Handbook of research on comparative human
resource management. Edward Elgar Publishing.
Chan, S.H. and Kuok, O.M., 2011. A study of human resources recruitment, selection, and
retention issues in the hospitality and tourism industry in Macau. Journal of Human
Resources in Hospitality & Tourism. 10(4). pp.421-441.
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impact of ISO 14001. International Journal of Quality & Reliability Management. 29(4).
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2051.
Kelemenis, A., Ergazakis, K. and Askounis, D., 2011. Support managers’ selection using an
extension of fuzzy TOPSIS. Expert Systems with Applications. 38(3). pp.2774-2782.
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Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and medium
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Omolo, J.W., Oginda, M.N. and Oso, W.Y., 2012. Effect of recruitment and selection of
employees on the performance of small and medium enterprises in Kisumu municipality,
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Siavelis, P.M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Velasco, M.S., 2012. More than just good grades: candidates’ perceptions about the skills and
attributes employers seek in new graduates. Journal of Business Economics and
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Zhao, H. and Liden, R.C., 2011. Internship: a recruitment and selection perspective.Journal of
Applied Psychology.96(1). p.221.
Online
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Recruitment and selection. 2014. [Online]. Available through :
<http://www.bbc.co.uk/bitesize/higher/business_management/human_resource_management/
recruitment_selection/revision/1/>. [Accessed on 6th June 2017].
Recruitment and selection. 2017. [Online]. Available through : <https://revisionworld.com/gcse-
revision/business-studies/managing-human-resources/recruitment-and-selection>. [Accessed on
6th June 2017].
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