1. 2nd year
1st semester
1st assignment
Recruitment and
selection process in
Tesco
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

2. 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 Tesco’s 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

3. 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 organization‟s
most valued assets – the people working there who individually and collectively contribute to the
achievement of its objectives.‟ with key functionsof 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 what‟s 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 aboutresourcing function of
Tesco‟s 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.

4. 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

5.  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
Supervisor/team interview
Back ground investing
Employment testing aptitude ,achievement
Initial interview in HR department
Completion of application

6. When we considering about the recruitment process Tesco‟s 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 isn‟t 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.
Human Resources planning. Selection process
Performance appraisal
Job analysis
Training & development
Basis line management function
Compensation
Figure 1
(International Students Edition Managing Human Resource Edition 13page 156

7. 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

8.  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 person‟s specifications for
the job and person‟s 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

9.  Wage and salary administration
 Health & safety
 To identify job related hazards.
 To take job hazards prevention actions.
J
3.
Tesco‟s methods of recruiting and attracting is dependson 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 isn‟t 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 candidate‟s 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.

10. 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

11. 4.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?
In the external management recruitment selection process of Tesco they use few uniform stages.
Vacancies advertised on Tesco website and other media, such as national press
Successful candidates invited for interview
Successful candidates from screening attend Unsuccessful candidates sent letter
Assessment Centre
Successful candidates invited to second interview
Successful candidates sent offer letter and contract
Figure 2
Interview means “Face to face conversations between prospective job applicant and
representatives of the organization” (International Students EditionManaging 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.

12.  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 candidate‟s
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.

13.  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.

14. 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 employee‟s
qualifications.

15. References
Name of the book or Website Author Published year Publisher and
and the edition address
Human Resource Management. -H.JhonBernardin 1998 McGraw-Hill Book
Co-Singapore
An Experiential approach -Joyce E.A Russell 2nd Edition
Human Resource Management. Edited by 1995 Routler
JhonStorey
A Critical Text 11 new Fetter Lane,
London ECA4p 4EE
Cases in Human Resource Edited by Ann E. 1996 PITMAN
Management McGoldrick PUBLISHING,128
1st Edition
Long Acre, London
WC2E 9AN
A Handbook of Human Resource Michael Armstrong 2006 120 Pentonville Road
Management Practice , London N1 9JN
10th edition
United Kingdom
525 South 4th Street,
#241, Philadelphia,
PA 19147, USA
http://www.tescoplc.com/ ©Tesco PLC Tesco PLC, New
Tesco House,
Delamare Road,

16. Cheshunt,
Hertfordshire,
England EN8 9SL
Personnel and Human Resources G.A Cole 2002 Gamut, The Tower
Management building, 11 York
5th Edition
road,
London SE17 7 NX
International Students Edition -G.Bohlander 2007 Thomas Higher
Managing the Human Resources. Education, 519
-S.Shell 13th Edition
Natorp Boulevard,
International Students Edition
Mason OH 45040,
USA