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The Recruitment and Selection Process TO: From: Mozeed Sule Date: 04/10/2021- 08/11/2021

Introduction of the business Who found it Tesco when it was established and why?

In this assignment, I will be researching the different techniques and identify how Tesco recruits and selects its new employees. Jack Cohen started selling food from a modest East End London market in 1919, and Tesco was born. The Tesco brand was initially introduced in the year 1924. When Jack Cohen purchased a pot of TEA from T.E. Stockwell, the term "Tesco" was born. He designed labels with the first three letters of the supplier's name, TES, and the first two letters of his last name, CO. Surprisingly, the letters TES and CO combine to form the word TESCO.

What is Tesco Scope/size? Tesco is a multinational corporation with 2000 locations in 13 countries. Tesco has expanded its operations outside of the United Kingdom to 11 additional nations, making it the largest food retailer in China. Tesco owns 20% of the company and CRE owns the remaining 80%. Tesco is one of the largest food merchants in the world, with over 423,092 employees and 2,318 outlets. Knowing this, Tesco is considered a huge company because it employs over 250 people.

P1 Workforce planning Workforce planning is the process of analysing an organisation’s likely future needs for people in terms of numbers, skills and locations. It allows the organisation to plan how those needs can be met through recruitment and training. It is vital for a company like Tesco to plan ahead. Because the company is growing, Tesco needs to recruit on a regular basis for both the food and non-food parts of the business. Workforce diagram

` Step 1: Set Strategic Direction This stage entails connecting the workforce planning process to the agency's strategic plan, yearly performance/business plan, and work activities needed to achieve the strategic plan's long-term goals and objectives (short term). Step 2: Analyse Workforce, Identify Skill Gaps, and Conduct Workforce Analysis This process entails determining present labour resources and how they will change over time due to attrition, etc., as well as developing specifications for the types, numbers, and locations of workers and managers required to meet the agency's strategic objectives. Identifying the gaps between present and predicted workforce requirements. Step 3: Develop Action Plan This process entails identifying strategies to close gaps, developing plans to implement the strategies, and determining metrics to track strategic progress. Recruiting, training/retraining, reorganising companies, contracting out, succession planning, technological advancements, and so on are examples of these tactics. Step 4: Implement Action Plan This step entails ensuring that people and financial resources are available, that roles are defined, and that the appropriate communication, marketing, and coordination are in place to carry out the plan and meet the strategic objectives.

Step 5: Monitor, Evaluate, and Revise. This step entails tracking progress against milestones, assessing for the purposes of continuous improvement, and revising the plan to correct course and address new workforce challenges.

Recruitment and Selection Process of Tesco

Advertise the job vacancy - Tesco begins by identifying open positions in all the company's departments, and then compiles a list of required people. Then, individually, determine all conceivable qualifications and skills required for the vacant positions. Tesco advertises job openings in the newspaper, magazine, television, and on the internet once all information is obtained.

Check the application- People who are interested in the job post should apply on the Tesco website or send their CV to the HR manager via email. When the deadline has passed, the HR department reviews all the applications and creates a shortlist of candidates based on their qualifications and abilities (Meighan and Meighan, 2000).

Telephone interview- The HR personnel manager calls the shortlisted applicant and conducts an interview over the phone. It usually takes 10 to 15 minutes, and he will inquire about the applicant's educational qualifications, previous work experience, talents, and UK job rights, among other things.

Final store interview- Based on the results of the telephone interview, the HR personnel manager picks a few applicants who performed well during the telephone interview and invites them in for a face-to-face interview in the shop. During the final interview, the interviewer will ask questions about basic customer service, their credentials, abilities, expertise, job experience, nationality, work rights, and so on.

A job offers to the applicant- Following the final interview, the HR manager invites the selected

employees to join the company, setting a date for them to start and a phone number to contact to pick up their joining letter (Meighan and Meighan, 2000). https://circlebizz.com/hrm/recruitment-and-selection-process-of-tesco/ Why would companies use internal recruitment? Internal recruiting is when a business or organisation intends to fill a vacancy from within its existing workforce.  

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It’s cheaper and faster to recruit staff internally than it is externally as it leverages employees that you already have. Internal recruitment promotes loyalty and can even improve employee morale as it serves as a reward for existing employees. Also, it saves time and money on training as the internal applicant will have more knowledge of the organisation and culture. It also contributes to reducing employee turnover. Matching internal candidates with the roles that fit the personality and skills means that they stay longer at the company and increases employee retention. Why would companies use external recruitment?

External recruitment on the other hand is when an organisation looks to fill vacancies from applicants outside of the company. 

Having someone from the outside brings in new ideas and new ways of doing things.

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This can shake up the business.

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You can cast a wider net to recruit the best workers with the most suitable skills.

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Relying solely on internal hiring means you could miss the chance to hire people with new skills and ideas.

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Therefore, with external recruitment you can increase your chances of recruiting experienced and qualified candidates.

Why it’s important to hire the right person It is critical to hire the proper person. Your company is only as good as the people that work for it. Every employee, from the front desk to the executive suites, represents a facet of your company to clients and the public. Hiring the incorrect individual might cost you a lot more than money. By hiring the right person that values both customers and co-workers, you are promoting the best customer service experience in the industry. Candidates with great interpersonal skills are crucial to your company's success. If you do not have the right person in your customer service department, you might as well tell potential customers to deal with your competitors, because that is exactly what they will do. A bad customer service experience is the most typical reason for first-time customers or clients to quit. As your business grows, hiring the proper people now can reduce the number of staff you will need later in the future. Applicants who are passionate about and invested in your company will be willing to expand their responsibilities as your company grows. https://www.morrisbixby.com/2017/03/17/hiring-right-person-essential/

P2 Ethical considerations and Legal Considerations...