Comprehensive Analysis of Tesco's Recruitment and Selection Processes

This report provides a detailed analysis of Tesco's recruitment and selection processes. It begins with an introduction to recruitment and selection, followed by an examination of the factors that impact these processes, including regulatory, organizational, and labor market factors. The report then presents a job description and person specification for a marketing specialist at Tesco, outlining the job summary, roles, responsibilities, skills, and required competencies. Furthermore, it explores various tools used in the recruitment and selection process, such as internal and external recruitment methods, and selection tools like application forms and interviews. The report also highlights Tesco's employee retention strategies, including compensation, training, and recognition programs. Finally, it discusses the characteristics of an effective work group, such as clear direction, open communication, and mutual accountability. The report concludes by summarizing the key findings and referencing relevant sources.

Classwork explanation

Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................3
Factors that impact on recruitment and selection........................................................................3
TASK2.............................................................................................................................................4
Job description and person specification marketing specialist....................................................4
TASK3.............................................................................................................................................5
Tools of recruitment and selection process.................................................................................5
TASK4.............................................................................................................................................7
Retention strategies......................................................................................................................7
TASK5.............................................................................................................................................7
Characteristics of an effective work group..................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Recruitment is referred as the process in which potential candidates are searched as well as
encouraged them to apply for the specific job position. Selection is determined as process of
hiring most suitable employees among all shortlisted candidates and onboard them on particular
job in organisation. In this report the chosen organisation is Tesco which is a British
multinational supermarket founded in 1919 by Jack Cohen. In this report factors that affect
hiring process, person specification, job description and characteristics of effective work group is
being mentioned.
TASK1
Factors that impact on recruitment and selection
Recruitment as well as selection is very essential process for every organisation that helps
to hire most suitable and appropriate candidates for specific job position who is able to perform
all task in efficient manner. There are various internal and external factors that impact on
recruitment and selection process which are discussed below:
Regulatory and legislative factors: Various regulatory and legislative factors affect the
recruiting and selection process effectively. There are various laws and legislations are created
by the government that are related to the social as well as political environment of market (Dash,
2018). These lows contain the compensation law, safety and security legislation, working
environment law and many more related to employment. Changes in these regulations also
impacts the hiring process as well.
Organisational factors: There are various organisational factors such as organisational
recruitment and selection policies, structure, size and brand vales of organisation affect hiring
process. Organisational recruitment policies like it use which source to hire employees such as
internal or external as well as structure of hiring process and requirement of employees are most
important factors. size of organisation is also the important because in the situation of expansion
organisation need more employees to perform future tasks.
Labour market factors: Employment conditions of specific area in which organisation is
performs its business functions, labour market controls and demand and supply of labour impacts
on the recruitment and selection procedure of organisation (Herschberg, 2017). if the supply of
human resources with required skills and competencies is less than demand of organisation then

Tesco have to put more effort in hiring process on the other hand, is demand of organisation is
less than supply then the recruitment and selection process become quite easier.
TASK2
Job description and person specification marketing specialist
Job Specification:
Job specification is referred as a detailed description that includes various relative
information about the particular job role such as job roles, responsibilities, its aims, objectives as
well as requirements. It is a document that states all duties, functions and responsibilities of a
specific job role in an organisation (Lieģe, 2019). it helps the organisation to clear that who
should do the specific task more effectively and efficiently. Job specification of Marketing
specialist of Tesco is as follows:
Job Specification
Job Summary:
Marketing specialist is an individual who builds various marketing strategies to meet all goals
and objectives as well as maintain reputation and brand value of business within market.
Job Roles and Responsibilities:
 Assess various current marketing trends.
 Perform market research to examine requirements of customer.
 Evaluate all marketing functionality of organisational team members.
Job Skills:
 Knowledge of market strategies
 Effective and strong communication and writing skills
 Efficient promotional plans
Person Specification
Person specification is referred as the profile of a new employees that includes the
information about individual’s skills, personality as well as experiences. It is also known as the
employee specification that is a written statement contains educational qualification, level of

experience, various technical as well as communication skills that are required to perform all job
-related work efficiently.
Person Specification
Job Title: Marketing Specialist
Department: Marketing
Attribute Essential Desirable
Competencies Effective communication
Skills and having skills
to Build good relation
with customers.
Efficient decision-making
skills and ability to resolve
conflicts among
organisation as well as
Efficient Problem-solving
competency
Experience Required 2year experience
in any repudiated
organisation in marketing
department
At least 2year experience in
any organisation for marketing
department
Knowledge Strong knowledge of
marketing current trends and
strategies as well as
practices.
Knowledge of various
marketing applications and
theories.
TASK3
Tools of recruitment and selection process
Recruitment process: Recruitment is defined as the process of identifying potential candidates,
attract them, screen, shortlisting as well as interviewing the suitable candidate in respective
organisation (Pankeviča, 2019). There are internal and external tools of recruitment that are
discussed below:

Internal recruitment process: Internal recruitment is the process of hiring employees
within organisation internally. In this procedure employees are appointed from those employees
who are currently working with business. These recruitment tools are adopted by the small
organisation because they do not afford costly hiring process externally. Some of internal sources
are discussed below:
Promotion: It is the most effective tool to upgrade current employees on bases of their
performance level. It includes promoting employees from lower positioning to higher with more
responsibilities, status and remuneration.
Transfer: It is the process of interchanging employees from one department to another,
one job or location to another with same responsibility and remuneration.
External recruitment process: External recruitment is referred as hiring employees from outside
organisation. it brings innovation as well as fresh thoughts in organisation to complete functions
in efficient manner (Silva, Silva and Martins, 2018). These external sources are used by biggest
multinational organisation to attract new blood, ideas and thoughts to attain goals more
efficiently. sources are discussed below:
Printed media: Various advertisement and promotions are most popular tool of
recruitment. Organisations published various job description and specification through printed as
well as electronic media channels that attract suitable candidates.
External agencies: There are various employment agencies that are good source of
external recruitment. These agencies are owned by public, private sectors that help organisation
to fulfil employee requirement.
Selection process: Selection process is defined as the process of selecting and shortlisting
most suitable candidate that fulfil all requirement of job role. Each and every organisation have
their own selection procedure. Some selection tools are discussed below:
Application forms: Application forms fill various information about the candidate that
facilitates the managers to select suitable employees with having all skills and competencies.
Interview and reference: Interview is most effective tool that consist conversation
between candidate and employer in order to asses applicant is hired or not. All applicant
references are checked before taking hiring decision (Venkateshwar, Agarwal and Singhvee,
2017). This is used by multinational organisation to hire employees.

TASK4
Retention strategies
Employee retention is very important for every organisation in order to achieve all
organisational goals and objectives in effective as well as in efficient manner. If an employee
leaves the organisation that enhance the cost of hiring new employees and train them for specific
job role. So, Tesco formulate various strategies that enhance the retention rate of employees
within organisation. that are discussed below:
Employee compensation: Attractive compensation packages are provided to employees
that includes salary, bonuses, health benefits and retirement plans for them. Appropriate and
attractive compensation policies facilitate the Tesco to retain skilled and experienced employees
for long period of time.
Training and development: There are various training and development programmes are
conducted by Tesco in order to develop opportunities of growth of employees (Whysall, 2018)
(Zaman, 2020). On the job as well as off the job training increase employee confidence, skills
and competencies that enhance their performance level and motivate to be the part of
organisation.
Recognition and reward system: To enhance employee retention rate Tesco provides the
recognition and various rewards to employees for their work. Appreciate employees as well as
explain them that their work helps organisation to achieve goals and objectives efficiently. All
these appreciations motivate employees to engages with organisation for long run.
TASK5
Characteristics of an effective work group
Effective work group or teamwork is the key of success of any organisation. there are
various characteristics that are contains by effective work group are discussed below:
Clear direction: Direction in most important factors in any group that lead the whole tram
towards achieving all defined goals and objectives in efficient manner. In effective working
groups all directions are clear at all hierarchical level that determine roles and responsibilities of
group member (Zaman, 2020). Every member knows about what and how to perform to attain
group objectives.

Open and honest communication: In an effective work group every member is free to
communicate to all, they can communicate relative information, data, policies and ideas in group
that enhances the efficiency of group as well as decrease the rate of conflicts with team
(Whysall, 2018). Open communication motivates all members to provide various suggestions to
create more effective strategies and planning in order to achieve objectives.
Mutual accountability: All responsibilities are distributed in the team in individually so,
no one can blame to anyone for failure. Accountability is established at mutual level in group. It
is being ensured that all member contribute in achieving defined goals and objectives.
CONCLUSION
As per above discussion, it can be concluded that recruitment and selection approaches help
organisation to hire suitable and effective employees who perform their specific task in
defined manner in order to achieve whole organisational goals and objectives. There are
various factors that affect the process. Organisation develop various retention strategies to
engage highly skilled and experienced employees.

REFERENCES
Books and Journals
Atherton, D. E., 2018. Human Resource Management Practices for Public School Principals:
Recruitment, Selection, and Development.
Dash, S. S., 2018. Statistics for Recruitment and Selection. In Statistical Tools and Analysis in
Human Resources Management (pp. 108-141). IGI Global.
Herschberg, C., and et.al., 2017. Gender practices in the recruitment and selection of early career
researchers. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 10584). Briarcliff
Manor, NY 10510: Academy of Management.
Lieģe, G., 2019. Project on Development of Staff Recruitment and Selection in a Company.
Pankeviča, J., 2019. Perfection of personell recruitment and selection at a company.
Silva, S., Silva, C. and Martins, D., 2018, September. Knowledge Management in the Human
Resources Recruitment and Selection Process. In ECKM 2018 19th European Conference on
Knowledge Management (p. 773). Academic Conferences and publishing limited.
Venkateshwar, A., Agarwal, N. and Singhvee, N., 2017. The effectiveness and efficiency of the
various graduate recruitment methods. IOSR Journal of Business and Management. 19(1). pp.26-
31.
Whysall, Z., 2018. Cognitive biases in recruitment, selection, and promotion: The risk of
subconscious discrimination. Hidden Inequalities in the Workplace. pp.215-243.
Zaman, S., 2020. Designing and Developing Effective Recruitment and Selection Process for
Business Success.