Ans: As for any organization recruitment and selection is a main process which needs a strategic approach that allows the company to make the best out of this process.
In general Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization.
Selection consists of the process involved in choosing from applicants a suitable candidate to fill a post.
Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. Matching the need for Tesco to recruit the right people for the right position, it has a structured process of recruitment and selection process. We would explain now what this structure and its efficiencies to enable Tesco for having the people they are looking for to reach the whole organization objective.
Explanation of Tesco's Recruitment and Selection Method
Tesco has defiantly set a very efficient strategy when it set the objectives of its workforce planning. We see that it has maintained that capability to attract those candidates that would serve its future expansion by first dividing each organizational process requirement and hence put for each process its specification.
Tesco also applied a popular and cost effective means of attracting applicant through, Website, Job centre place or store boards and even has made each category with an application ways.
The company divides the selection part into three parts, the screening and the assessment centre and last the interview, which leave no gaps of not being able to assess the applicants from all aspects technicality and personality aspects of the posts available. Moving up from the general to more specified