Tesco Recruitment And Selection Essay

There are several ways to choose appropriate candidates in the commercial world. The first process and overall in selection process is 'Recruitment ' or 'Hiring '. Recruitment is the most suitable and well-known way to attract the right candidate from for vacant jobs, either for permanent job or temporary limited job within an organization in the society (Diane, 2006).

Any type of recruitment is done by designing attractive advertisement or creating well-defined job description through several ways of communications and how the business presents itself throughout the world. Recruitment and Selection methods (e.g. interviews) both are a process with two-way and both have one essential objective is finding and choosing the right candidate are

The responsibility of the selection process is usually done arranged by the HR department function to analyse and find describe the jobs in details and accurately and the points that would be asked such as; types of working relationships, job requirements, working circumstance, job holder responsibilities, budgets and resources(Rashmi T, 2010). In addition, Tesco must be sure while making decisions after combining the results of assessment and tests and HR expert should be involved in to ensure the right methods during the selection period. Tesco wants to choose the most suitable individuals from those that apply for a various jobs, so it will ensure that those selected candidates are the best for the job requirements. Tesco should improve the selection methods or combining new technical methods with other selection methods to gain an overview and to collect all the information needed to pick the right candidate such as; providing online interviews through social networks programs such as "Skype" to save time and effort (Rashmi T, 2010). Also, provide multi-stage online exams in a specific time and date that arranged by the company. The exam includes objectivity and general questions of doing business to reveal the behaviour, capabilities, ambitions and the skills of such candidates plus collecting certified copies from the qualified candidates such as; qualifications, prior experiences, personal description in order to get all needed requirements and well-written

The interview is the most popular form of selection; it is a formal meeting between two or more people face to face. The purpose of an interview is to evaluate a candidate and deciding whether the candidate is willing for the job. It is an opportunity to assess if he/she accepts the job which is. Interviews are often criticised by many individuals as being too subjective, that lead to disappointing results, when people are affected in different kinds of the biases, prejudice and rating errors which may not linked to the candidate and job field(Diane, 2006). Test is another process used as one of the selection methods. There are several kinds of tests in different levels to measure the efficiency of the candidates. Tests like: personality tests to assess whether candidates have the ability to success. Also, Literacy, calculation and the essentials of computing like ' 'Microsoft office applications ' ' (Diane, 2006). Assessment centre is a method of selection process methods and it is not a place, it become more popular for senior positions. It used to measure different types of skills and abilities through a list of amalgamation of selection techniques to observe and assess behaviours of the individuals such as interpersonal skills, communication and team-working through different of tests such as job knowledge tests. For example, individuals might be evaluated on their abilities and skills to do a sales presentation