Importance Of Recruitment Process In Tesco

This Essay will give you a new way of thinking when it comes to recruitment and selecting future employees and hopefully it will help you in your future researches or using the methods that will introduced in a later stage in this essay.

Tesco will be under the microscope and will see how they recruit and what procedure they follow.

Firstly, Job Analysis selecting a suitable job analysis method depends on the structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it. It involves collecting and recording job information, checking the job information accuracy using this information to determine their skills and abilities (Hrwale, 2011). The job description is basically an outline of how

The first step in creating a successful recruitment process is creating and using internal recruitment guidelines (entrepreneur, 2010). This guideline should place limitations on managers so they do not steal employees from other managers or unnecessarily hold an employee back from advancing his career if he qualifies for an available position. The guideline describes what internal applicants can expect during the selection process and whether applying for an internal position will affect their current ones. Internally recruiting employees to fill a vacant position is a good way to promote sociability, hang on beneficial employees and build on the skills and knowledge of present staff. Hiring internally can also save the company time and money, as recruitment charges are cheaper and the winning candidate is already on the payroll. (Entrepreneur, 2010). External recruitment brings fresh employees to the company and allows it to grow. The external recruitment reacts quicker than the internal recruitment process and the growth of the sales function can be realized just by using the external hires. The external hires bring new ideas, different strategies to problem solving, and they can bring the external best practice. The external recruitment is the main origin of new skills and competencies. The external recruitment can deliver the missing skills quickly. Most companies buy the skills and capabilities

Companies have the never-ending task of interviewing, choosing and hiring employees. However, regardless of the repetitiveness and skill of a company's human resources department, choosing the right individual for a job is immensely challenging. Making the wrong decision can also be pricely (Small business, 2011). The employee selection process usually involves notification or advertising, analysing, screening, interviewing, testing then selecting the best applicable candidate. The employee selection process generally begins with a manager or boss commissioning human resources to fill a new or unfilled position. The manager must first decide what qualifications she desires in a job candidate. Review resumes and match each candidate's background to the job demands (Siop, 2012). Companies sometimes get hundreds of CVs for an ad. However, human resources may only examine a half dozen. During dreadful economic stages, a number of candidates may have an education and experience that exceed the qualifications for the job. The employment selection process may actually include a screening interview, notably if a job candidate lives out of town. Human resources will usually perform the screening interview over the telephone. A telephone interview also helps a company determine if the candidate has the necessary qualifications to warrant flying him in for an interview. The employee selection case can also