Tesco uses both internal and external recruitment methods to fill vacancies. Internally, they use job postings and promotions to transfer current employees, while externally they advertise on their website and in publications. For selection, candidates first attend an interview and then an assessment center run by managers to further evaluate suitability. Job descriptions and specifications help guide the recruitment and selection process to identify qualified candidates for roles.

1. Recruitment & Selection
process
in
.

2. Introduction
• Tesco is a business built around
customers and staff, high-quality assets
around the world and multiple
opportunities for growth.
• Employee team which is now over
492,000 strong.
• Expanded into 13 countries outside the
UK and entered new markets such as
online retailing and financial services.
• “We know that if we look after our staff,
they will look after our customers. Work
can be a large part of our lives so our CEO, of Tesco Terry leahy
people deserve an employer who cares.
That’s why one of our Values is ‘Treat
people how we like to be treated’”.

3. Defining the terms recruitment and selection
Recruitment:
“Is the process of developing a pool of qualified applicants who are interested
in working for the organization and from which the organization might
reasonably. Select the best individual or individuals to hire for a job.”
Methods of recruiting
Internal External
• Job posting • Advertising Alternative ways
• Promoting & transfer • Employment agencies • Leasing employees
• Union through assigning • College recruits • Overtime
• Retired employees & • Employee referrals • Part time workers
dependents of deceased • Walk-ins • Temporally workers
• Employee referrals • E-recruitment • Out sourcing
Selection
“Concerned with identify the best candidates or candidates for job form among
the pool of qualified applicants developed during recruiting process.”

4. How do these processes enable an
organization like Tesco to get the right
people
Recruitment
Recruitment Selection
8. t
Chosen applicants must have an
1. As first Tesco looks for Internal
interview followed by attendance centre.
Talent plan to fill the vacancies.
9. People interested in store-based jobs
2. This process that lists current
with Tesco can approach store with their
employees that looking for a move
CV / register through job centre.
either at same level or on promotion.
10. The store prepares a waiting list of
3. If there isn’t any suitable person
not selected applicant to make a pool of
internal management develop a
suitable recruits in order to call if another
training and development program.
vacancy occurs.
4. And use internal E-recruitment
method to advertises post in Tesco’
intranet.
5. If external recruitment methods
used the advertise in their public web
site www.tesco-careers.com
6. External vacancy board.

5. Job Analysis
job description and person specifications are helpful in the
selection process
Job Analysis
is the process of gathering & organizing Tesco Company as a useful element in
detailed information about various jobs workforce planning they insist of having a
within the organization so that managers clear job description including details of
can better understand the processes
through which they are performed most  The title of job
efficiency  To whom the job holder is responsible.
Job specification  For whom the job holder is responsible.
 A simple description of roles and
Job specification means statement of the
needed knowledge, skills, and abilities of responsibilities
the person who is to perform the job.
Person specification include
Job Description
 The skills
Job description designates the  Characteristics
statements of the tasks, duties, and
responsibilities of a job to be performed.
 Attributes

6. Other purposes Tesco use job
description are
 Human resource planning.
 Identify skills ,required for jobs
 Compare current skills with future needs
 Recruitment
 Selection
 Induction
 To inform employee job responsibilities
 Training & development
 To determine training objective and training content.
 Performance evaluation
 Wage and salary administration
 Health & safety
 To identify job related hazards.
 To take job hazards prevention actions.
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7. Tesco’s methods of Attracting and
Recruiting
• candidates are mostly from Internal Talent plan
-internal E-recruitment method
-advertises post in Tesco’ intranet.
• external recruitment methods
-advertising http://www.tesco-careers.com/
-offline media, television, radio or advertising Google or in
magazines such as appointment journal
-applied online for managerial positions
-Harder to fill or more specialist jobs
-for future employee needs the store prepares a waiting list

8. Strengths and weakness of using recruitment
methods in Tesco
Internal recruitment
Strengths Weaknesses
• Reduce the cost • Failed applicants are dissatisfied
• Accurate view of candidate’s skills • Limited number of candidate pool
• Stronger commitment • Less job suitability
• Increasing employee morale • Another vacancy occur
• Less training and orientation • New-blood
• Sustain knowledge and culture
• Employee performance gets high
External recruitment
Strengths Weaknesses
• New-blood • Demotivate internal employee
• Adoptable • Comparably higher cost
• Large number of candidate pool • Cultural shock
• Most job suitability • High turnover rate
• Avoid ripple effect

9. Tesco’s methods of attracting and recruiting candidates
recruitment selection process of Tesco

10. Methods of Attracting and recruiting
Interviews Interview-“Face to face
conversations between
prospective job applicant and
representatives of the
organization”
Structured-collect
information about beliefs, Unstructured interview-
facts attitude and explore wide non- Semi Structured
directive, non- Situational interviews-
behaviors, one to one, interview- combination of questioned about a
directed before and structured and both unstructured and
responded ,cover particular incident
scripted the questions structured.
standardized interview variety of topics, open
method. questions
Assessment Centre
is used in selecting the applicants who choose from first interview. The assessment centre takes place
in store and run by managers.
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11. Benefits of Recruitment methods
Interviews Assessment centres
• Provide opportunities to ask probing • Can observe candidates in the problem
questions explore suitableness of solving process and predict.
candidates
• Enable interviewers to describe the job • understand new recruits strengths and
weaknesses before
• Provide opportunities for candidates to • Can make a pool for future employee
ask questions vacancies.
• Identify the skills, knowledge, and
• enable a face-to-face meeting attributes that employee shows
• Give the candidate opportunity to • Minimize the induction cost
assess the organization

12. Questions?
THANK YOU!