Analysis Of Recruitment Process In Tesco Company
Tesco is a British multinational grocery and general merchandise retailer based inside the UK. It is the third largest retailer in the world measured by scale of profit and ninth-largest retailer in the world measured by revenue. It has stores in 12 countries across Asia and Europe and is the grocery market leader in the UK. Tesco has more than 476,000 employees and over 6553 stores making recruitment extremely important in maintaining the stores across the globe.
Tesco needs people across a wide range inside the stores and outside. In stores, it needs checkout staff, stock checkers and distributors, managers as well as many specialists such as pharmacists / chemist and bakers to people able to handle a variety of meats for their in store shops. Its distribution depots require people skilled in stock management and logistics to make sure everything runs smoothly and effectively. Head office and management provides the structure to run Tesco efficiently. This includes human resources, legal services, accounting, and marketing property management and information technology. Tesco need to ensure is has right number of people in the right jobs at the right time. To do this, it has a structured process for recruitment and selection to attract applicants for both managerial and operational roles and to make sure it doesn't have too many or not enough staff in each position.
Recruitment involves attracting the right standard of applicants to apply for vacancies. Tesco advertises in different ways depending on the job available. This can range from internal recruitment and looking at pre existing talent and putting them into the job and to external and advertising to the general public and filtering applicants to people best suited for the job. Tesco being the mass store chain it is will find recruitment easier than most smaller chains as they will receive many job applicants per vacancy and therefore be able to choose between them for the best.
Tesco first examines at its internal Talent to load up a vacancy. This is a method that registers present workers looking for a promotion or better role, either at the identical grade or on promotion. All employees will be made aware of the job and will have the chance to fill it before given out to the external applicants. Internal vacancies will be advertised in the employee backroom most times, either on the notice board where employees can apply via their manager or online. There are many advantages and disadvantages to this process of recruitment. Internal recruitment can be cheaper, usually the biggest reason why internal recruitment is so common is due to the fact that it costs a lot less in the long run. Employers can save money by internally promoting as they can often get away with offering a small pay rise to the employee for the new role as they will appreciate any form of pay rise for doing more duties saving money.
Internal recruitment can be quicker as considering candidates that you already know the strengths and weaknesses of can mean a quick decision on who is right to fill the position. They will be likely to already know who they want to promote saving a lot of time and effort. A business like Tesco which is known of internally promoting when the time is right can intise staff to work harder if they think their work will be rewarded in the form of a promotion. In both the recruitment period and everyday work, employees tend to work harder if they feel they are working towards something which could end in a pay rise.
Current employees take less time to get up to speed as teaching processes take a lot of time for new staff, and it can take a new employee a while to get used to the organisation before they get up to speed a know what to do, whereas old staff should take no time at all to get to speed. Internal recruitment can get around this by putting an employee into a position that will perform much quicker.
There are many disadvantages to internal recruitment however, limited pool of choice is the biggest limitation with internal recruitment is that you only have your current employees to choose from. External recruitment can provide candidates from anywhere, giving you the best chance of making the right hire whereas you may not have staff who could do the job you need. It can be hard to reject internal candidates and choosing one current employee over another for a position can cause resentment for the person not picked for the promotion and cause a bad working atmosphere whereas externally the person would not have any effect. Internal recruitment creates vacancies but does not fill them as transferring an employee from one job to another means that another role will be need to be filled. Internal recruitment almost always needs to be followed by external to work.
