Method of Attracting and Recruiting Candidates in Tesco
In Tesco, recruitment involves attracting the appropriate candidates for filling in the vacancies. The company puts up its job advertisements depending on the availability of the job. The company first looks into the internal talent plan for filling in the vacancy. This particular process comprises of a list of the current employees who mostly look forward to a move either at same level or through the promotion (tesco-careers.com 2019). In case of non availability of suitable candidates, Tesco undertakes internal job posting for two consecutive weeks. On the other hand, for recruitment of the external candidates, Tesco advertises its vacancies either through its website www.tesco-careers.com or through the vacancy boards within the stores for external recruitment. However, applications for the positions of the managers are done online.
Tesco opts for external advertisements for more specialist jobs like the pharmacist and the bakers. These advertisements are done externally either through offline and website media or radio and television or putting advertisements on the Google or in magazines like The Appointment Journal. Tesco also makes it easier for the job applicants in finding the available jobs by going through the company website, Here the applicant can get a clue about the management post, local jobs and the positions at the head office and apply directly by filling in an application form.
The selected candidates are then called for interview and then assessed at the assessment centre for the final selection (Ballantyne and Povah 2017). People having interest in the store jobs can either directly approach the stores or get them registered through the Jobcentre plus. A waiting list is prepared for the people applying in this manner who receive a call based on the availability of the positions.
Strengths and Weakness of the One of the Methods
The strengths of external recruitment method are as follows:
- Leads to Increased Chances: This method allows Tesco in receiving a variety of candidates who owns the knowledge and holds the ability in handling the job. In external recruitment there is an increased chance of finding a suitable candidate. In other words, this method leads to the better availability of the qualified and the skilled professionals (Noe et al. 2017).
- Possibility of Fresh Input and Skill: This method leads to better chances of identification of a fresher candidate capable of delivering newer skills for the company’s betterment.
- Results in Better Competition: In this particular method of recruitmentthe company is able to meet candidates who have better capability of handling skilled jobs and better ability of handling risk.
Some of the weakness of the external recruitment method is as follows:
- Chances of Higher Risk: In this particular method of employee selection, the selected candidate might not be suitable for the offered position and thereby can take undue advantage of their position.
- Extensively Time Consuming: There is always a possibility of receivingtoo many applicants for a particular post and therefore the recruiter needed to be more careful about the decision of choosing the most suitable candidate from each round of the selection process which could be time consuming.
- Results in Higher Cost: This method might prove to be a bit expensive for the firm in terms of posting advertisements in radio, television and magazine (Stone and Stone 2013). Besides, screening of the candidates involves consumption of more money. In addition the company also needs to offer the best possible deals for attracting the candidates.
Benefits for Organizations like Tesco in Using Interviews and Assessment Centers in Selection Process
Interviews refer as the process of interaction through question answering between the job seeker and the interviewer (Miles and Sadler-Smith 2014). The benefits of interviews in the selection process of organizations like Tesco are as follows (Olszak 2016):
- Enables in Forming a Bridge Between Sender and Receiver: Interview is the process that allows the recruiter to know the candidate better thereby bridging certain gaps.
- Enables Judging the Communication Skills: Interview allows the better evaluation of a person based on his/her communication skills. Good communication skills are not possible to be known through writing.
- Helps in Checking the Confidence Level: Organizations like Tescorequires efficient peoplefor carrying out the responsibilities of a job. Interview allows in identifying whether a person is confident enough in speaking up in front of other people.
- Helps in Analysis of Social Behavior, Body Language and Smartness of Individuals: Interviews helps in judging the basic etiquette of individuals. The process also allows companies like Tesco in judging the smartness and the present ability of the individuals by observing the body language.
In organizations like Tesco, assessment centre are more like the selection centre that comprises of number of exercises designed for assessing the complete range of personal attitudes and skills necessary for its job. It represents one of the most reliable methods for assessment of the employees (Venclova, Salkova and Kolackova 2013). While interviews can generate 15 percent accuracy, results of the combined processes of the assessment centre leads to 60 percent accuracy. There are seven important elements of an assessment centre which includes presentation, group interviews, in tray exercises, role plays, personality test, ability test and group exercise.
Thus, the assessment centre helps in identification of the training and the development needs as per the needs and the requirements of the positions or vacancies. One of the vital characteristics of the assessment centre lies in evaluation of the potential participants and the management skills. The emphasis lies in identification of the selection and the promotion decision of the participants based on the dimensions of the job performance. The feedback along with the development suggestions of the employees forms the basis for the further training. Thus, in organizations like Tesco, assessment centre acts as the needs assessment programs that helps in identifying the hiring and the development needs of the employee.
The common benefits of the assessment centre include better accuracy since they allow broader methods of selection used during the process. They even facilitate assessment of the existing performance thereby predicting the job performance in the future. Some of the other benefits include (Bryman 2013):
- The opportunity of assessing as well as differentiating between the candidates who might seem similar while providing the candidates with better insights into roles that they applied for.
- Helps in building not only the employment proposition but the employer brand. Business that allows candidates in attending the assessment centers often impresses the candidates even when they get rejected provided the assessment genuinely reflect the organization and the job.
- The costs related to the assessment centre are lower in comparison to potential cost associated in various phases of recruitment. As most of the recruitment centre reduce or mitigate the recruitment errors therefore it results in intrinsic reduction of cost.
Ballantyne, I. and Povah, N., 2017. Assessment and development centres. Routledge.
Bryman, A., 2013. Leadership and organizations (RLE: Organizations). Routledge.
Miles, A. and Sadler-Smith, E., 2014. “With recruitment I always feel I need to listen to my gut”: the role of intuition in employee selection. Personnel Review, 43(4), pp.606-627.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017. Human resource management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Olszak, C.M., 2016. Toward better understanding and use of Business Intelligence in organizations. Information Systems Management, 33(2), pp.105-123.
Stone, R.J. and Stone, R.J., 2013. Managing human resources. Wiley.
tesco-careers.com 2019. [online] Available at: https://www.tesco-careers.com/search-and-apply/ [Accessed 27 Mar. 2019].
Venclová, K., Salková, A. and Kolácková, G., 2013. Identification of employee performance appraisal methods in agricultural organizations. Journal of Competitiveness, 5(2).