Human Resources Management

Case Study
Recruitment and Selection at Tesco

Vishwas Jagadeeswarachar: 191ADM090

1. How do recruitment and selection enable an organisation like

Tesco to get the right people to fill its posts?
Recruitment: Firstly recruitment happens via internal recruitment
process i.e., through Tesco’s Talent Plan to encourage employees
within the organisation (Inter-Departmental mostly).
Secondly external recruitment is done through adverstiments.
Interviews, assessment centres and then choosing applicant
based on their performance on these different selection
procedures.
Selection: The most suitable candidate from the talent plan to fill
out the positions based on different selection and also processes.
Such systems allow Tesco to get the appropriate people to fill their
roles because Tesco need players to fill all sorts of jobs, from a top
notch to bottom level, which helps them to pick the ideal people to
match their job description and personal needs.
2. Describe how job descriptions and person specifications are
helpful in the selection process? What other purposes might
a job description is used for?

 The Job Description (JD) and person specifications plays a

vital role in selection process because they provide employer
with necessary information or blueprint and details required
for the recruitment and selection right candidate for the job.
 The JD is required for candidate to know the role and
responsibilities in the work applying for.
 Sometimes the Job Description says about Compensation
and Benefits for the applicant.
3. Analyze Tesco’s methods of attracting and recruiting
candidates. Outline what you consider to be the main
strengths and weaknesses of one of these methods.

Recruitment involves attracting right standard of applicants to

apply for the vacancies. Tesco advertises job vacancies in various
ways.
At First Tesco looks in the pool within the organisation called
internal talent plan, so as to promote the people to move up the
ladder or work at same level (different departments).This
eliminates extra training or induction about the company
environment. Since employees will be familiar working culture and
processes of Tesco.
If there are no candidates found that are suitable,
advertisements are made on company website, vacancy boards in
stores they are operating and also third party agencies. The
selection process of Tesco has various screening like CV
Verification, interview, assessment centre, and second interview
and finally the offer letter if applicant is successful in cracking the
Tesco interview.

Strengths:
 Internal Talent Plan or Internal Recruitment Process which
helps employee to switch to other career domains.
 Career Training.
Weakness:
 Lengthy Selection Process which is time consuming.
 Expensive since third parties are involved.
 Strict Selection Process

4. Evaluate the benefits for Tesco of using both interviews and

assessment centres in the selection process.

The Benefits of using both interviews and assessment centres for

Tesco is in interview employer will do basic check personally about
what is in CV or in reality and also some background verification
and test some basic knowledge of the applicant then after
applicant will be sent for further rounds at assessment centre for
final interview.
In assessment centre line managers who basically manage stores
does individual test of the candidate to know the ability of the
candidate.
Main advantage of assessment centres in selection process will be
line managers who make decision of the applicant right for the job.