Organisational Overview of Tesla Automotive Company: A Detailed Report

This report offers a comprehensive analysis of Tesla, focusing on its organizational overview, job descriptions (particularly the Business Advisor role), and recruitment strategies. It begins with an introduction to Tesla's innovative culture, core values (doing the best, taking risks, respect, constant learning, and environmental consciousness), and organizational structure. The job overview section details the required competencies, such as business acumen and communication skills, and strengths for a Business Advisor. The report then outlines Tesla's recruitment and selection process, including job applications, psychometric tests, video interviews, and assessment centers, explaining how each step aligns with the company's values and goals. The conclusion summarizes the key findings, highlighting Tesla's commitment to innovation and its structured approach to attracting and selecting talent. The report references various sources, including Tesla's official website, Forbes, and academic journals, to support its analysis.

Organisational overview of the Tesla automotive company
Recruiter’s Portfolio
Introduction
The following report will in go in-depth on Organisation overview, Job overview and
Recruitment and Selection strategy. In organisation overview section, in this report will be
given a brief analysis of the organisation in this case being Tesla automotive company. Also,
the company’s values, cultures and need are going to be analysed. In the Job overview
section, this report is going to focus on a brief of the job, in this case being business
advisor/Tesla advisor, look at the main competencies and strengths that the Tesla company
requires from its candidates. In the last section of Recruitment and Selection strategy, this
report is going to give a brief summary of the step-by-step plan of the recommended
recruitment and selection, in this report being job application, psychometric test, video
interview and assessment centre and how and why this selection and recruitment process
works for the Tesla company.
Organisation Overview
Tesla is an automotive company which was founded in 2003, by the group of engineers who
wanted to change the automotive world and show people that they don’t need to compromise
to drive electric cars and prove that electric vehicles can be better, quicker and possibly be
more fun than the standard gasoline cars (Tesla, 2021). Tesla, Inc. also engages deeply in the
design, development, manufacturing and sale of the electric cars. The company also provides
vehicles service centres to service or repair their cars, supercharger stations which provide
fastest possible charging for tesla cars at the moment of writing the report and self-driving
capability on the customer’s request (Forbes, 2021).
Tesla, Inc. has an innovative-solving organizational culture. “Organisational culture is the
way things are one around here” (Deal & Kennedy,2000). The company has six main
features of its organizational culture. “Move fast”, is the first and this characteristic indicates
the importance of being able to adapt and respond to changes and trends in the market. “Do
the impossible”, when the company such as Tesla is constantly trying to innovate, the
company must ensure that its corporate culture encourages its employees to think outside of
the box. “Constantly innovate”, this characteristic just like the last one proves that innovation
is at the heart of Tesla, and it also shows the continuous nature of innovation at the company.

“Reason from First Principle”, CEO of Tesla promotes this characteristic himself, it revolves
around finding out the root factors to understand and solve the problems. “Think like
owners”, this characteristic supports company’s corporate vision, by encouraging employees
to take responsibility and risk. “We are all in”, this final characteristic shows that the
company is made up of a team which working to improve the business together (Meyer,
2019).
Core values of Tesla company are made up of: Doing the best, Taking risks, Respect,
Constant learning and Environmental consciousness. The company applies these five core
values as the principles that control the overall attitudes and practices of all stakeholders and
its workforce. These core values play a big role in Tesla’s success helping it become the most
expensive car company in the world (Mission Statemen Academy, 2019).
Job overview
Every company looking for a business advisor requires’ certain set of competencies from
person applying for a job. “Competency (competencies) describes the behaviour that lies
behind competent performance, such as critical thinking or analytical skills, and described
what people bring to the job” (Hurst, 2021). Graduates applying for a business advisor
position must have their competencies match of the organisation’s that they are applying to
(Hoffmann, 1999). The main competencies which are required from the person applying have
an excellent business sense and keen communication skills in order to be able to adequately
support social entrepreneurs. Business advisors are usually hired to provide useful strategic
and financial advice to different kinds of companies which can range from small companies
to a multinationals (Bencheva, Stoeva, Todorova, 2018). This report recommends recruitment
strategy based on competency and complemented by the strengths.
As Business advisor for Tesla, you will be required to have strengths such as ability to work
in a team and great communication skills. Because you will be expected to be serving as an
ambassador who makes sure that the customers receive the best possible service. Acting as a
pioneer for Tesla products and explaining and sharing the knowledge that you have or
received with company’s customers and being able to thrive in a team-based environment and
achieve common goals (Tesla, 2021).

Recruitment and Selection
In order to hire best possible people, company needs a good recruitment and selections
strategies. “Recruitment and selection are important operations in human resource
management, designed to make best use of employee strength in order to meet the strategic
goals and objectives of the employers and of the organisation as a whole” (Kapur, 2018).
Due to Tesla being a multinational company with more capital and time than local
companies, it can afford to carry out more test and include more steps in its recruitment
process to find the best possible candidate for the job. For Tesla company suggested
recruitment and selection strategy includes job application form, psychometric tests, video
interview and assessment centre and face to face interview.
Job application form can be made for several positions in one company or certain cases its
same application form can be used for several different positions. As it is a first stage of the
recruitment and selection. These application forms are usually created to understand the basic
information of the person that is applying for the job. This allows the company to approve or
deny the information provided by the candidates in their resumes. This gives a basic
understanding of the person applying it may include information such as, school and
university they went, previous work experience and personal information. The applicants
whose resume has been accepted move on to the next stage of the recruitment and selection.
(O’Meara and B. Petzall, 2013, pp.4–10)
Psychometric means literally ‘measurement of the mind’, and psychometric tests are designed
to measure the intrinsic mental characteristics of a person. The reason psychometric tests
have been so popular is because they are very easy to set up, and the fact they have been
developed to measure long range of mental characteristics such as: aptitudes, competencies,
personality traits, mood stares, psychopathology, psychosomatic symptomatology, attitudes,
motives and self-concept. (M.Breakwell et al., 2006, pp.185–188). This helps the company to
understand the candidate’s personality and if it fits with the company’s value and culture.
After passing the following tests candidates who have passed can then move to video
interviews.
Candidates then will be called for a video interview. These maybe concluded with one person
or several people who work for the company and know the line of work. Interviews require

excessive amount of time and resources to complete (O’Meara and B. Petzall, 2013, pp. 69) it
advantages of meeting a person face to face and seeing how the candidate acts in person
rather than behind the screen of his computer.
The last step in the recruitment and selection is assessment centre and interview. Assessment
is an important aspect when it comes to selection It can be considered as a more in-depth
interview. The main reason companies use this method is because they want to find out how
each candidate will act in typical management situation. The candidate might end up working
in the group or on his own, and the employees of the company will be assessing the
candidate’s performance. With Tesla company primary focus being on the innovating, doing
your best and taking risks. They need the employees who match their values and
organisational culture. Assessment centre is important for them, because it is more accurate
and standardized process which is used. Allowing Tesla candidates to show if they fit the
culture of the company and right fit for the job. (Tripathi, 2016, pp. 31-34)
Conclusion
First this report looked at the Organisational overview of the Tesla automotive company and
concluded that this company has an innovative-solving organisational culture and mentioned
six main features of its organisational culture which include Move fast, Do the impossible,
Constantly innovate, Reason from First Principle, Think like owners and We are all in.
Which gave us a good inside of the Tesla company’s organisational culture. Core values of
Tesla company were also mentioned in this section and they made up of Doing the best,
Taking risks, Respect Constant Learning and Environmental consciousness. In this report job
overview looked at what the business advisor requires, Competencies which are required by
the company from the candidate, which are made up of having an excellent business sense
and keen communication skills, also what strengths does Tesla company require and it
consisted of ability to work in a team and great communication skills. In the last section
which is Recruitment and Selection this report suggested a step-by-step process to recruiting
a candidate. The process consisted of job application, psychometric test, video interview and
Assessment centre and Interview. This process can help identify the best possible candidate
who matches the company’s organisational culture and values.

References:
 Tesla (2021a). About Tesla. [online] Tesla. Available at: https://www.tesla.com/about
[Accessed 7 Nov. 2021].
 Forbes (2021). Tesla (TSLA). [online] Forbes. Available at:
https://www.forbes.com/companies/tesla/?sh=f1ecc4f48d42 [Accessed 7 Nov. 2021].
 Hurst, C., 2021, Researching and Understanding Organisations, MM256 Management
skills. 4th of October, University of Reading. [Accessed 4 Oct. 2021]
 Meyer, P. (2019). Tesla Inc.’s Organizational Culture & Its Characteristics
(Analysis) - Panmore Institute. [online] Panmore Institute. Available at:
http://panmore.com/tesla-motors-inc-organizational-culture-characteristics-analysis
[Accessed 8 Nov. 2021]
 Mission Statement Academy (2019). Tesla Mission Statement 2019 | Tesla Mission &
Vision Analysis. [online] Mission Statement Academy. Available at: https://mission-
statement.com/tesla/. [Accessed 8 Nov. 2021].
 Hurst, C., 2021, Competency framework and Job Descriptions, MM256 Management
skills, 11th of October, University of Reading. [Accessed 11 Oct.]
 Hoffman, T., 1999, The meaning of competency, Journal of Industrial training, Vol.
23 No. 6, pp. 275-286. Available at: https://doi.org/10.1108/03090599910284650.
[Accessed 9 Nov. 2021]
 Bencheva, Nelly and Stoeva, Teodora, Key Skills and Competences for Social
Business Advisors: Views from Experts (October 2018). International Journal of
Organizational Leadership 7(2018) 413-425, Available at
SSRN: https://ssrn.com/abstract=3337640. [Accessed 9 Nov. 2021]
 Tesla (2021). Tesla Advisor. [online] Glassdoor. Available at:
https://www.glassdoor.co.uk/member/home/index.htm [Accessed 10 Nov. 2021].
 Kapur, R. (2018). Recruitment and Selection. [online] ResearchGate. Available at:
https://www.researchgate.net/publication/323829919_Recruitment_and_Selection
[Accessed 8 Nov. 2021].
 O’Meara, B.O. and B. Petzall, S.B.P. (2013). The handbook of strategic recruitment
and selection: a systems approach. First Edition ed. Bingley, UK: Emerald, pp.4–10.

 M.Breakwell, G., Hammond, S., Five-Schaw, C. and A. Smith, J. (2006). Research
Methods in Psychology. 3rd Edition ed. London, UK: Sage Publication Ltd., pp.185–
188.
 O’Meara, B.O. and B. Petzall, S.B.P. (2013). The handbook of strategic recruitment
and selection: a systems approach. First Edition ed. Bingley, UK: Emerald, pp. 69.
 Tripathi, R., (2016). Assessment Centers: Benefits and Shortcomings. International
Journal of Emerging Research in Management &Technology 2278-9359. 5. 31-34.
[Accessed 10 Nov. 2021)