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Summary Unit 8 Recruitment and Selection Assignment 1
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Includes P1 P2 M1 D1 Awarded Distinction 2022/23
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Unit 8- Recruitment and SelectionLearning Aim A: Examine how effective recruitment and selection contribute to business
success
P1- Explain how a large business recruits and selects giving reasons for their processes.
P2- Explain how and why a business adheres to recruitment processes which are ethical and comply
with current employment law
M1- Analyse the different recruitment methods used in a selected business
D1- Evaluate the recruitment processes used and how they contribute to the success of the selected
business
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,P1- Explain how a large business recruits and selects giving reasons for their processes.
Introduction
Tesco is a business that operates In the UK and worldwide. Tesco sells foods and beverages, home
appliances, clothing's, financial services. The ownership of Tesco is public limited company which has
shares that can be bought on the stock exchange. Tesco was found on 1919 by Jack Cohen located in
East End of London from at the stall in Wall Street Market which they have started off selling war-
surplus groceries that they have continued to do so since but different type of groceries, war related
goods. Tesco have almost 5000 stores around the world and has approximately employed approximately
326000 employees worldwide as of 2022. Tesco’s total annual revenue is $84 billion in a year (2021-
2022) which was a 12% increase compared to the previous year.
Growth of the business
Tesco came into existence by selling their first own brand product in 1924 by Jack who is the founder
has stated that it will bring unequalled value later would be named “Tesco Tea.” In 1929, Jack Cohen has
opened its first ever store in Burnt Oak, Edgware, North London. The store sells dry goods and tea. Tesco
has acquired businesses but has never merged with another business, their first acquisition was in 1957
when it had bought 70 Williamson stores which included both the shops and the restaurants where
Tesco sold meat. This would then be followed by another acquisition of 200 Harrow stores in 1959. The
advantages if Tesco was to grow is that they will be able to attract new customers which can allow Tesco
to have a potential increase in revenue that they can use to further expand their business with such as a
possible entry to a new market, increase marketing budget, more money spent on goods and services
for better quality that can increase demand amongst customers. Since there’s has been an increase in
Tesco’s expansion over the UK, there will also be an increase in workers so that it can keep the business
operational when there’s sufficient amount of productivity rates to maintain productivity rates and
output of units. If there is insufficient labour, Tesco will not be able to compete against its rivals as less
labour means less efficiency, higher workload for the workforce when its low which can have a negative
impact on productivity rates leading to knock on effect on the quality of the goods produced and the
customer service. To prevent this, Tesco can implement robust recruitment and selection process
strategies that can greatly improve their productivity rates through hiring more qualified workers. This
can be done by having the job descriptions stand out which involves conciseness in the description,
compelling summaries and include essentials such as responsibilities. Furthermore, use of social media is
a good strategy as it is cost effective and easily gets the job done as it has wider reach, applicants can be
intrigued to apply when Tesco has the ability to share photos and videos of their business culture, giving
potential applicants a glimpse of what would it be like to work at Tesco. Moreover, since it is done on
social media across applications and websites, conversation can be held whereby Tesco is able to
provide information and answer questions for any people that have potential interest for the job role.
By doing this, Tesco is more likely to have qualified workers as they would be more willing/encouraged
to apply when knowing full well what the job role is like and its expectations whilst having their own skill
set taken into consideration in deciding if they are a good fit for the job role based on what they have
found regarding Tesco job roles.
Changing job roles
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,The 1st form of training that Tesco offers is on-the-job training such as coaching which involves the staff
or manager would help trainees work and inspire them. When a trainee has been trained in a specific
field within the business, they would begin to work in the field that they have been trained in. For
example, if Tesco require to become more ethical and environmentally friendly, they can employ
employees that have already got hands on experience in the packaging field who knows how to remove
non-recyclable plastic products into a product that can be recycled to help improve Earth’s sustainability
to preserve natural resources. Tesco encourages people to take up other job roles within the business
by stating the opportunities that it offers such as having a better profile and possibly higher salary.
The 2nd form of training that Tesco offers is shadowing which the trainee would be guided by an
individual that is already in a job and is already experienced. When a trainee is interested in a field,
Tesco would take the trainee and have them spend time in one of their stores for 2 weeks to learn how
the stores operates and how it links to their role or project. After gathering experience, trainees would
be guided by their superiors which would they give feedbacks to any errors they have made. This can
contribute to business success as it will allow the inexperienced employees to gradually adapt to the
working environment and will have the necessary skills to carry out their duties. Therefore, the
productivity rates within the business will increase and maintained at a high standard when the
workforce are aware of their duties.
System change
A system change that Tesco has introduced is the zero-waste shopping service which allows people to
buy products in refillable packaging e.g., ketchup to laundry detergent. When customers buy products
that are in reusable packaging, it can be returned when finished to have it cleaned, refilled, and be used
again. This would help Tesco because they will be able to have a positive word of mouth from the media
and from the public for the contribution in helping the planet with sustainability which can ultimately
lead to Tesco have a better reputation for being environmentally friendly and ethical. As a result, Tesco
would then be able to have a potential increase in revenue from the recognition of being ethical and as
well as saving costs in production and energy due to recycling products that would then be reused. The
impact of this change on the recruitment and selection process for Tesco is that it increases jobs within
their business according to Recycling Economic Information (REI) report. This is evident because zero
waste has created jobs such as more jobs in landfilling, recycling processes, recycling based
manufacturing. This relates to the recruitment and selection process because when the business is more
ethical and environmentally friendly, applicants are more likely to apply due to the positive actions that
the business is conducting. Therefore, this contributes to business success as by having more jobs there
will be a decrease in unemployment rate as there will be enough jobs for everyone which can reflect
well on Tesco’s brand image for giving opportunities for the unfortunate that are unable to have jobs.
For example, people that are currently both low income or unemployed and is in urgent need of a job to
support themselves especially after the pandemic that has caused many people to be out of job after
being made redundant by businesses to reduce costs that will keep them remain operational. Hence, the
recruitment and selection process need to be good so that everyone is able to access to the
opportunities that Tesco offers by having their R&S process to be both comprehensive with the job
description including responsibilities and requirements and can be applied for various platforms as some
people may not have access to internet compared to others.
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, Season fluctuations leading to recruitment of temporary staffs
Season fluctuations means when a business would regularly make an action according to a particular
season with an objective/aim in mind such as summer and winter. The impact that season fluctuations
have on Tesco is that they would have flexible working hours system implemented temporarily in hopes
of making a profit out of by increasing the productivity rates within the business that will then have an
increase in customer service as there will be less waiting time amongst customers that are in need of
assistance due to having more workers, quality of the products will increase that can potentially increase
the demand levels of Tesco products from customers, etc. Tesco would hire workers by displaying a
website that employees would have to complete which is called the Right to Work application process
before the festive ends. Once the application is successful workers that are interested to work as festive
colleagues will have to send Tesco their bank details before the agreed start date. The terms and
conditions for the employment are the following: must be over the age of 18, must be passionate in
delivering the best possible customer service, work as a team to ensure a good service and building
retail knowledge to assist customers. The working hours will be decided based on your preferences such
as either part time, full time, flexible working hours, etc. Hiring employees through festive seasons will
be done through a method called zero-hour contract by Tesco which means employees will be called to
work whenever the business requires more manpower within the business. This contributes to business
success because it makes Tesco flexible as a business be able to have an immediate employees to meet
the demand of customer service as during festival season, businesses will be exceptionally busy as it is a
time for many consumers to get deals on their basket of goods meaning there will be a high level of
demand for goods and services due to the incentive of discounts. Therefore, Tesco will be able to
maximise its profits when customers are more obligated to shop in Tesco when they have high quality
goods and services compared to its direct rivals.
Vacancies from staff turnover
The vacancies within Tesco would often arise due to employees leaving either retired/resigned, new job
positions created by Tesco themselves from opening new stores across UK or internationally, gotten
promoted, etc. When employees decide to leave Tesco, Tesco would then start a recruitment process
which they would advertise jobs on the internet for 2 weeks or they can advertise it on their own
website which will be located at the Tesco careers section. Tesco would then review applicants from
their CV (curriculum vitae) to decide whether they are the right fit for the business. At this stage
applicants would be either successful or unsuccessful with successful applicants to be invited to do an
interview located at the assessment centre. Whereas the unsuccessful applicants would be sent a letter.
The successful applicants would continue to be invited the second time for another interview and be
given with an offer letter and a contract. The staff turnover rates for Tesco since 2019 February to 2022
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