Recruitment and

selection process in
Tesco

2
nd
year
1
st
semester
1
st
assignment





HUMAN RESOURCE MANAGEMENT
BBA 203
NAME &REG.NO A/BBA/09/068 MADHUBASHINID.K.D
A/BBA/09/070 MADUSHANKA M.D.I
A/BBA/09/063 KUMARA M.D.U.P
A/BBA/09/069 MADUSHANKAK.G.S.D
LEC.NAME MR.N AGAIN
PAGES 15
WORDS 2152
Contents
Introduction ............................................................................................................................................................... 2
1. Define the terms recruitment and selection. How do these processes enable an organization like Tesco to get
the right people to fill its posts? ................................................................................................................................ 3
2. Describe how job description and person specifications are helpful in the selection process? What other
purposes might a job description is used for? ........................................................................................................... 6
4. Analyze Tescos methods of attracting and recruiting candidates. Outline what you consider to be the main
strengths and weaknesses of one of these methods? ............................................................................................. 10
Conclusion ................................................................................................................................................................ 13
References ............................................................................................................................................................... 14














Introduction
Human resource management defined in A handbook of human resource management practice by
Michael Armstrong as A strategic and coherent approach to the management of an organizations
most valued assets the people working there who individually and collectively contribute to the
achievement of its objectives. with key functions of organizing, resourcing, human resource planning,
reward management and employee relations.
In Tesco the biggest private sector employer in UK spread its trading over 13 countries; the number of
both non-store and store-based employees are growing all the time. They also have an International
Sourcing team of more than 1000 people in 20 countries whats value according to their web
http://www.tescoplc.com/ Our success depends on people: the people who work with us and the people
who shop with us.- is given as this case study where we should considering about resourcing function
of Tescos HRM process.
In this case study recruitment and selection of Tesco is been study and thorough out can identify how
Tesco be the biggest employer and still manage human resource effectively and efficiently. According to
human resource planning the vacancies is being understood. And the recruiting process of choosing the
right person for the vacancy by analyzing job description and person specification are being observed.
The method they attracting and recruiting candidates for those vacancies which mostly is the internal
recruitment method is similarly studied. Evaluation of benefits for Tesco of using interview method and
assessment centers in the selection process is also done.









1. Define the terms recruitment and selection. How do these processes enable
an organization like Tesco to get the right people to fill its posts?
The number and categories of people required should be specified in the recruitment. Program which
is derived from Human resource plan (A Handbook of Human Resource Management Practice
page409- 410) .It means that recruitment is linked with planning.
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. (International Students Edition Managing Human Resource Edition 13 page 183)
To select that kind of individual attraction needed. Ways of attracting right person for the correct
job
Walk-ins
Employee referrals
Advertising
Websites
Professional/ Educational/Association
E- recruitment
Word of mouth
Factors considering setting recruitment plan.
Cost
Time taken
Labor market
Mobility of labor
Legislation on gender, race, disability discrimination.
Methods of recruiting
I. Internal
Job posting
Promoting & transfer
Union through assigning
Retired employees & dependents of deceased
Employee referrals
II. External
Advertising
Employment agencies
College recruits
Employee referrals
Walk-ins
E-recruitment
III. Alternative ways
Leasing employees
Overtime
Part time workers
Temporally workers
Out sourcing

Selection is the process of picking individuals who have relevant qualification to fill jobs in an
organization.
Selection Process
Concerned with identify the best candidates or candidates for job form among the pool of qualified
applicants developed during recruiting process.
Steps in selection
Medical exam/drug test





Initial interview in HR department
Supervisor/team interview
Back ground investing
Employment testing aptitude ,achievement
Completion of application
When we considering about the recruitment process Tescos the process of recruiting depends
on the job that available and mostly internal recruiting method.

1. As first Tesco looks for Internal Talent plan to fill the vacancies.
2. This process that lists current employees that looking for a move either at same level or
on promotion.
3. If there isnt any suitable person internal management develop a training and
development program.
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.
7. Made applicant online for managerial positions.
8. Chosen applicants must have an interview followed by attendance centre.
9. People interested in store-based jobs with Tesco can approach store with their CV /
register through job centre.
10. The store prepares a waiting list of not selected applicant to make a pool of suitable
recruits in order to call if another vacancy occurs.
11. For harder to fill or more specialist jobs, such as bakers and pharmacists external
recruitment methods used. Like its public web site & offline media, television, radio or
advertising Google or in magazines such as appointment journal.






(International Students Edition Managing Human Resource Edition 13page 156
Human Resources planning.
Selection process
Job analysis
Basis line management function
Performance appraisal
Training & development
Compensation
Figure 1
2. Describe how job description and person specifications are helpful in
the selection process? What other purposes might a job description is
used for?
job analysis is the process of gathering & organizing detailed information about various jobs
within the organization so that managers can better understand the processes through which they
are performed most efficiency. (International Students Edition Managing Human Resource page
155)
Job analysis conclude with two main part .such as,
Job description
Job specification
Job specification means statement of the needed knowledge, skills, and abilities of the person
who is to perform the job. (International Students Edition Managing Human Resource Edition
13page 93)
Job description designates the statements of the tasks, duties, and responsibilities of a job to be
performed.
Selection process means the steps that conclude to choose the right person for the right job
within the organization using the job specification & job description. Thus there are direct
connections between the selection process & job analysis.
In Tesco Company as a useful element in workforce planning they insist of having a clear job
description including details of
The title of job
To whom the job holder is responsible.
For whom the job holder is responsible.
A simple description of roles and responsibilities
Person specification include

The skills
Characteristics
Attributes
That person needs to do a particular job. At Tesco these documents are combined to deliver the
necessary information. And together it provides the basis for organizational job advertisement
for internal applicants. And send a clear message to people who apply for the job

To attract the suitable people
Act as a checking device to choose. Right applicant forms the interview.
Set the target and standards for job performance.
And those show how a job holder fits into Tesco business or not .They help Tesco to provide
benchmark treatment for each job responsibilities and skills and select process of recruit the right
person .
As figure (0 .1)in screening of the selection process .Tesco matches persons specifications for
the job and persons curriculum vitae and job description includes the details they are assigned to
do.
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.
J

3.
Tescos methods of recruiting and attracting is depends on situation but candidates are mostly
from Internal Talent plan either from current employees that looking for a move either at same
level or on promotion. If there isnt any suitable person internal management develop a training
and development program, use an internal E-recruitment method to advertises post in Tesco
intranet.
If external recruitment methods used the advertising in their public web site www.tesco-
careers.com/ External vacancy board and applied online for managerial positions. The store
prepares a waiting list of not selected applicant to make a pool of suitable recruits in order to call
if another vacancy occurs. Harder to fill or more specialist jobs, such as bakers and pharmacists
external recruitment methods used. Like its public web site & offline media, television, radio or
advertising Google or in magazines such as appointment journal.
Strengths and weakness of using internal recruitment in Tesco
Strengths
Can reduce the cost of recruiting employees from outside.
More accurate view of candidates skills.
Stronger commitment to the company.
Increasing employee morale.
Less training and orientation required.
Sustain knowledge and culture.
Employee performance is getting high as they know the carrier ladder.
Weakness
Failed applicants become dissatisfied.
Limited number of candidate pool to choose from.
External candidates might be better suit for the job.
Another vacancy will be creating within that has to be filled.
Business may become resistance to change, by not new perspectives and attitudes
brought in
Strengths and weakness of using external recruitment in Tesco
Strengths
New perspectives and attitudes brought in
Adoptable
Large number of candidate pool to choose
External candidates are better suit for the job
Avoid ripple effect
Weakness
Demotivate internal employee
High cost for selecting process
Induction and orientation costs
Cultural shock
High turnover rate




4. Analyze Tescos methods of attracting and recruiting candidates.
Outline what you consider to be the main strengths and weaknesses of
one of these methods?
In the external management recruitment selection process of Tesco they use few uniform stages.











Interview means Face to face conversations between prospective job applicant and
representatives of the organization (International Students Edition Managing the Human
Resources -Page230).Techniques of handling interviews. They are
Situational interviews- applicant is questioned about a particular incident and asks how
he reacts.
Structured interviews-interview to collect information about beliefs, facts attitude and
behaviors. It can present one to one, may be through Internet or telephone. Been directed
before and scripted the questions what staging standardized interview method so they can
evaluate the candidate.
Vacancies advertised on Tesco website and other media, such as national press
Successful candidates from screening attend
Assessment Centre
Successful candidates invited to second interview
Successful candidates sent offer letter and contract
Successful candidates invited for interview
Unsuccessful candidates sent letter
Figure 2
Unstructured interview- interview to explore wide range the candidate and its non-
directive, non-structured and responded led which cover variety of topics through open
questions.
Semi Structured interview- combination of both unstructured and structured to collect
qualitative information about views opinions and experiences by asking open ended and
close ended questions.
Thus Tesco use two interview on screening process there are benefits like
Provide opportunities for interviewers to ask probing questions about the candidates
experience and to explore his suitableness
Enable interviewers to describe the job (a realistic job preview) and the organization in
more detail, suggesting some of the terms of the psychological contract;
Provide opportunities for candidates to ask questions about the job and to clarify issues
concerning training, career prospects, the organization and terms and conditions of
employment;
enable a face-to-face encounter
Give the candidate the same opportunity to assess the organization, the interviewer and
the job. (A Handbook Of Human Resource Management Practice page 440-441)
Using assessment Centre for screening is another effective method that Tesco use.

Assessment Centre is used in selecting the applicants who choose from first interview. The
assessment centre takes place in store and run by managers. They help to provide constancy
in the selection process. Applicants are given various exercises, including team work
problem solving exercises like critical incident analysis etc. Candidates approve by the
internal assessment centre then face to the last interview to find out whether candidate has
job requirement. Advantages in this method are
Can observe candidates in the problem solving process and predict their future
performance fulfill the requirements to handle the job.
Can understand new recruits strengths and weaknesses before recruiting.
Can make a pool of employees that reject in selection this time but up to the
level of employee need to recruit future employee vacancies.
Identify the skills, knowledge, and attributes that employee shows and the job
he should be assign to.
Minimize the induction cost.

















Conclusion
This assignment contains a comparison, of human recourse functions and their application in real
world. In this assignment, we have considered the firm Tesco, the largest employer in UK.
Not only that but also this assignment explains what a job description is, what a job specification
is an all other HR function are,
So we have explained how Tesco has applied Several HR techniques to manage their worth farce
in an efficient manager
Collecting information with regard to applicants job vacancies recruitment, selection, is a
difficult task and in the assignment we have explained how a firm as implemented HR theory in
the real world.
In the selection process Tesco uses job description and job specification to get information with
regard the job and in the internal recruitment process, use a talent plan and then they advertise on
internet about job vacancies.
And in the external recruitment process they advertise on their official web site regarding job
vacancies available.
Further in this assignment we also have maintained about interviews used by Tesco in selecting
their employees. They also do a screening of job applicants to get and overall idea on employees
qualifications.









References

Name of the book or Website Author Published year
and the edition
Publisher and
address
Human Resource Management.
An Experiential approach
-H.Jhon Bernardin
-Joyce E.A Russell
1998
2
nd
Edition
McGraw-Hill Book
Co-Singapore
Human Resource Management.
A Critical Text
Edited by Jhon
Storey
1995 Routler
11 new Fetter Lane,
London ECA4p 4EE
Cases in Human Resource
Management
Edited by Ann E.
McGoldrick
1996
1
st
Edition
PITMAN
PUBLISHING,128
Long Acre, London
WC2E 9AN
A Handbook of Human Resource
Management Practice
Michael Armstrong 2006
10
th
edition
120 Pentonville Road
, London N1 9JN
United Kingdom
525 South 4th Street,
#241, Philadelphia,
PA 19147, USA
http://www.tescoplc.com/ Tesco PLC Tesco PLC, New
Tesco House,
Delamare Road,
Cheshunt,
Hertfordshire,
England EN8 9SL
Personnel and Human Resources
Management
G.A Cole 2002
5
th
Edition
Gamut, The Tower
building, 11 York
road,
London SE17 7 NX
International Students Edition
Managing the Human Resources.
International Students Edition
-G.Bohlander
-S.Shell

2007
13
th
Edition
Thomas Higher
Education, 519
Natorp Boulevard,
Mason OH 45040,
USA