Recruitment and Selection Strategies: A Report on Tesco's Practices

This report provides a comprehensive analysis of Tesco's recruitment and selection procedures. It begins with an abstract and table of contents, followed by an introduction emphasizing the importance of effective recruitment for business success. The research methodology includes a qualitative approach using secondary data analysis. The report details Tesco's current recruitment and selection practices, highlighting its internal talent program and external strategies. It identifies key issues, such as the limitations of internal recruitment, the cost of external methods, and potential discrimination. The report concludes with recommendations to address these issues, including developing a dedicated recruitment team, implementing an online application system, and offering attractive incentives to attract skilled candidates. The report highlights recruitment and selection as a crucial HR practice and emphasizes the need for a balanced approach to attract and retain talent.

RECRUITMENT AND SELECTION
Human Resource Management
Recruitment and Selection
4/25/2019

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Abstract
The above paper is discussing regarding the recruitment and selection procedure of Tesco and
issues that are influencing the operations of the company. The paper has presented detailed
information about Tesco's recruitment and selection procedure. Tesco is majorly involved in
the internal recruitment selection procedure to fill the available job vacancy. However, the
company is dealing with a number of issues such as discrimination and a limited number of
candidates for the post due to the internal recruitment process. In order to overcome this, it is
recommended that the company must develop a recruitment team to avoid discrimination.
Besides this, must offer attractive incentives to attract skilled candidates from outside.

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Table of Contents
Abstract......................................................................................................................................1
Introduction................................................................................................................................3
Research Methodology...........................................................................................................3
Research Design.....................................................................................................................3
Data Collection Method.........................................................................................................4
Data Analysis.........................................................................................................................4
Ethical Consideration.............................................................................................................4
Research Approach................................................................................................................4
HR Practice............................................................................................................................5
Recruitment and Selection Procedure of Tesco.................................................................6
Issues of Recruitment and Selection Procedure in Tesco..................................................7
Recommendations......................................................................................................................8
Conclusion..................................................................................................................................9
References................................................................................................................................10

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Introduction
The business becomes good as we hire good people who work with full dedication and talent.
An effective procedure of recruitment and selection obviously recognizes the needs of the
company and matches it with the correct candidate, which will fit with the company’s
practices. It the business will be incorporated with skilled and gifted people in working, then
the businesses are at a better position to attain all the success in the market (Kinsey, 2019).
The intent of this report is to critically review the practices and system of recruitment and
selection of Tesco Company. Besides this, it is providing the recommendations that could
support the company in future developments as well as improvement in the present procedure
of recruitment and selection. Recruitment is the process of searching for capable participants
in the interview and hires them for the position in the company. In addition, the selection is
the procedure that is incorporated under the recruiting umbrella; however, it is more specific
like head hunting.
Research Methodology
Research Methodology is said to be the procedure that is used by the researcher to recognize,
choose, and analyze the collected information regarding the topic. The topic of this paper is
the recruitment and selection in Tesco.
Research Design
The research design is said to be the setup of circumstances. The research design that has
been followed in this study is a Qualitative approach to the topic of Recruitment and
Selection. A qualitative approach is a scientific system comprised of observation that is used
to collect the non-numerical information. This type of research is incorporated with
metaphors, symbols, values, and features (Wiles, 2012).

RECRUITMENT AND SELECTION 4
Data Collection Method
The technique that has been selected to gather data for the topic Recruitment and Selection of
Tesco is secondary data collection method. The secondary data collection method is a type of
method that is used to gather the information that has been already printed or published by
different authors and researchers in online portals, journals, newspaper, magazines, books,
etc. A lot of data is accessible on these secondary data sources that are generally used by the
authors to conduct the research (Vartanian, 2010). The research can have selected the primary
data collection method as it is comprised of personal interaction with the research participants
and actual review of those participants. However, the research avoided this method because it
is one of the time and money consuming methods.
Data Analysis
Thematic analysis is being used as the data analysis method as it is an analysis that is one of
the most basic types of analysis in qualitative research. It includes recording, investigative,
and analytic patterns in the data.
Ethical Consideration
As it is known that in order to conduct the research, it is very important to be considered
about all the ethical aspects of the research. The researcher has followed the ethical procedure
of conducting the research, as the complete data has been presented from the secondary
sources which are presented by other authors, therefore, the researcher has provided their
credit in the report by providing proper references and in-text citation of their name in the
starting as well as the end of the paragraphs.
Research Approach
The researcher has adopted the inductive approach for this study.

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HR Practice
Recruitment and Selection have been selected as the HR practice to conduct this study, as it is
one of the most crucial and important procedures of the human resource management
department. The human resource management department is not just responsible for
managing the human resource of the organization and offering benefits and salaries, but it is
also liable to hire the most talented and right candidate for the organization that could
contribute towards the success of the business. Hence, recruitment and selection is the only
HRM practice through which the human resource department could hire talented and most
appropriate people for the development and growth of the organization (CIPD, 2019).
Recruitment – According to Yu, K.Y.T and Daniel (2013), recruitment is the complete
procedure of enticing, shortlisting, choosing, and employing appropriate applicants for jobs
(either permanent or temporary) in the business. As stated by Yeung (2010), recruitment is
the procedure comprised of choosing people for unpaid roles. Human resource generalists,
recruitment specialists, and manager can be offered a task to start the recruitment procedure
but in few of the cases employment agencies in the public sector, agencies of commercial
recruitment or professional search consultancies are utilized to commence portions of the
procedure.
Selection – According to Gatewood, Feild and Barrick (2010), it is the procedure of
questioning and assessing the applicants for a particular job and selecting an individual for
the employment depending on few of the organizational criteria. Selection of the employee
can be a complicated or a simple procedure as it is based on the position offered and hiring
procedure of the company.

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Recruitment and Selection Procedure of Tesco
According to Wel (2016), Tesco is the biggest employer of the private sector which operate
its business in around 13 nations across the globe. The business activities of the company,
whether they are store-based or non-store based are continuously increasing. Starineca
(2015), presented that, to attain the objective of the company, the organization has to ensure
the right number of employees in the right position in different departments. For this, the
company has to follow the organized procedure to recruit and select the employees for the
managerial and operational post. Stan and Vermeulen (2013), specified that to fulfil the
company's future needs, Tesco has to introduce proper workforce planning. The organization
management must always try to choose the appropriate workforce according to their
qualification, location, and skills that are required to meet the goals of the business.
It has been noted that the Tesco, majorly depends on the “Internal Talent plan” program in
order to fill the open post. With this program, the business reviews the working employee's
list who are eligible and expecting the promotion. Through internal advertising company
inform its employees regarding the open posts in the company. Tesco also posts the job
vacancies on the company’s website or external recruitment board.
The time a candidate is smearing for the managerial post in the company through an online
process, and then it is compulsory for the candidate to go through an online interview. After
that, the chosen applicant needs to appear at the company’s assessment center for the further
process of selection (Job Test, 2019). However, to appoint for the job that is store based,
every applicant should have to register them at the Jobcentre Plus. Based on the number of
applicants needed, the company created the applicant's waiting list. In chance, there is a
vacancy available, the call the applicants from the waiting list and invite them to appear in
the interview round. Besides this, for the specialized roles of the job, like baker and
pharmacists, the business makes use of the external strategy of recruitment (Tesco PLC,

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2019). Under this, Tesco makes use of media for the promotion of the vacancy through
magazine and television.
Under the selection procedure, screening is one of the most critical steps. According to
Martins and Diaconescu (2014), screening process supports Tesco in assuring regarding the
qualification of the selected employees according to the requirement of the job. At the
screening's primary stage, CVs of every candidate is summarized. Their experience for the
job is also evaluated carefully by the company’s human resource department. Besides this,
the company also offer the type of job that matches on careers on the web page. It assists the
business in analysing whether the listed applicant's qualification fit with the requirement of
the job or not (Mankikar, 2012). The applicant, who clears the first step of the interview and
screening, is asked to appear for the second interview round. After clearing the second round,
the applicant is provided with the offer letter as well as contract paper by the company.
Mahapatra (2012), observed that the Tesco’s assessment center is prearranged at a number of
stores of the company and is managed by the store manager. At the assessment center, a
different type of training is also offered to the hired employees. The training is provided to
the employees regarding the critical problem solving and teamwork in order to deal with the
customers and problems at the workplace.
Issues of Recruitment and Selection Procedure in Tesco
Some of the issues in Tesco have been identified related to recruitment and selection. In the
internal recruitment procedure, it has been noticed that the company has to fill the vacant
position by hiring the present limited number of employees. Besides this, the company's
management is very much familiar with the weaknesses and strength of the working
employees. According to Han (2014), providing training to the employees cannot overcome
the weaknesses of the worker after some limit. Because of the internal recruitment and
selection procedure, Tesco is unable to hire new employees and gain new ideas from outside.

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Further, filling the vacant position through an internal selection procedure, results in another
vacant position in the company (Furnham, 2012).
Furthermore, it has also been identified that the procedure of external recruitment followed
by Tesco is expensive due to the added cost of advertisement and longer selection procedure.
Besides this, the external procedure of the company is not competent enough to choose the
correct and best candidate for the vacant post in the company.
In addition to this, discrimination is another problem of the internal recruitment and selection
procedure of Tesco. The company's management like to hire a candidate from the UK
regardless of their skills and qualification.
Recommendations
In order to resolve the issues of recruitment and selection, it is very essential for Tesco to
develop a separate team of recruitment and selection, such that this team has the capability to
manage the external and internal selection procedure of the company. The team must be
incorporated with diverse regions and culture people in order to avoid discrimination issue at
the highest level and people must be selected on the basis of their talent and skill in place of
culture and belief.
In addition, the company must work to introduce an online application system. Because of
advanced technology and increasing use of the internet, the online application can entice a
maximum number of talents. For this, the company has to provide the proper description and
specification of the job on the website.
Tesco must work towards planning its rewards, incentives, and benefits plans in order to
attract skilled people towards the company.

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Conclusion
The above report has discussed the recruitment and selection procedure of Tesco Company as
one of the most important practices of human resource management. From the above
analysis, it has been identified that Tesco majorly depends on the internal recruitment
program to fill the vacant position and it if adopts the external recruitment process, the
responsible team is not capable enough to attract skilled people. Therefore, the report has
recommended that Tesco must develop a separate team of recruitment and selection in order
to avoid discrimination. Besides this, it must offer attractive incentive and rewards to the
employees to have skilled people in the organization for a longer time.

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References
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[accessed 25 April 2019]
Furnham, A. (2012) The Psychology of Behaviour at Work 2nd ed. Hoboken: Taylor and
Francis.
Gatewood, R., Feild, H.S., and Barrick, M. (2010) Human Resource Selection 7th ed. U.S:
Cengage Learning.
Han, S. (2014) Implicit collusion in non-exclusive contracting under adverse selection.
Journal of Economic Behavior & Organization, 99, 85-95.
Job Test (2019) Tesco Assessment Centre Exercises and Interview Preparation [online].
Available from https://www.jobtestprep.co.uk/tesco-assessment [accessed 25 April 2019]
Kinsey, A. (2019) The Importance of the Recruitment & Selection Process [online].
Available from https://bizfluent.com/info-7957387-importance-recruitment-selection-
process.html [accessed 25 April 2019]
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