This is my document that covers the whole of Pearson's BTEC level 3 unit 8 - Recruitment and Selection
The first essay covers all of the specifications and from this I got the distinction grade. The rest of the documents will help you structure your documents and give an idea as to what infor...
Introduction: Tesco’s established in 1919 is the biggest private sector employer in the UK. The
company has more than 420,000 employees worldwide and by estimates over 310,000 employers in
the UK. Tesco’s currently operate 6,800 shops worldwide. In recent times the number of employees
has dropped to a lower amount due to unfortunate circumstances caused by a pandemic which has
affected many industries. Within the UK, Tesco stores range from small local Tesco Express stores to
large Tesco Extras and superstores. Both stores also range in the number of employees that
currently work there or are employed. Tesco being a supermarket organisation provides many
products and goods for customers that range in prices and quality. Tesco’s also provide a range of
services such as mobile network and insurance.
“Recruitment is the process of finding candidates for the vacant position and encouraging them to
apply for it. Selection means choosing the best candidate from the pool of applicants and offering
them the job”
Based on the evidence given, recruitment and selection are essentially finding or searching for
candidates and identifying the most suitable candidate.
Most businesses need to go through the process of recruiting staff so that they are capable of
operating activities. There are many reasons for recruiting staff such as whether it is for a new
business or because they need to expand the business operations.
Reasons for Recruitment
Workforce planning – Refers to the process of ensuring an organisation has existing and future
access to the human capital it needs to perform effectively. Workplace planning involves identifying
current and future employee needs and exploring the most appropriate and cost-effective methods
to recruit and retain these individuals. This type of planning informs the organisation about future
predictions and ideas of the impact the workforce will have by looking at internal and external
factors.
The organisation will identify areas that will need to be fulfilled such as certain expertise, skills and
knowledge for their current and future needs. To work out the current needs the organisation will
identify certain areas that do not satisfy or reach the aims and objectives that have been put in
place.
To work out their future needs they will need to review the current situation and plan ahead what
they may additionally require in the future to gain a better understanding for what the future
workforce may look like.
For example, Tesco’s may currently require employees to have good communication skills and be
able to help or give advice for customers that are in need. However, in the future Tesco’s may
require employees to be efficient and well trained with the use in technology such as scanning
products with new technological devices.
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,Isaac lee
The main reasons for recruitment for Tesco’s are but not limited to:
Business growth – An increased demand for recruits may be because there is an increase in sales or
more customers are needing to be served. For example, more customers have been purchasing
products and goods to stock up, so they do not need to frequently go out. This means more
employees are needed to work as Tesco’s need to keep up with the demands of the consumers by
frequently stocking up necessities and other products.
“Tesco's annual revenue amounted to almost 53 billion British pounds in the United Kingdom and
the Republic of Ireland. This was an increase of approximately 1.3 billion pounds compared to the
prior financial year.”
With this also comes the fact that “Tesco total number of employees in 2019 was 464,505, a 3.46%
increase from 2018.” This shows that the increase in revenue also can lead to an increase in
recruiting staff.
Vacancies caused by leavers/staff turnover – Employees leave for many different reasons,
depending on their importance they may or may not be replaced by someone else. An example
could be that an employee leaves as a cashier and someone else needs to fulfil the role of that
cashier.
It is estimated that Tesco’s have over 310,000 employers in the UK which means that in the long
term there will a great number of staff turnovers. Considering that 1 in 5 of the are over 50 and that
student are highly employed shows gives an estimate to how high the staff turnover is. Staff may
retire and students may find better opportunities for a better wage or job experience. This industry
is known to be high in staff turnover.
Seasonal fluctuations – This is when a business has an increase in sales and services during certain
time of the year and an increase in staff is needed to help with the operations. Staff are hired
temporarily. Tesco’s need to go through the process of recruitment even its for hiring candidates for
a short period if they are expecting to meet the demands of the customers and have an efficient
workforce.
Tesco’s and many other organisations within the supermarket industry are known to hire staff and
recruit candidates for a certain period of time. During seasonal occasions, the sales are expected to
be usually high especially for Christmas. For example, Tesco’s may have an increase in shoppers and
customers during festival times such as Christmas where more products are purchased and there are
more frequent buyers.
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, Isaac lee
Recruitment and selection process involves attracting the right standard of applicants to apply for
vacancies. Tesco advertises jobs in a number of different ways. The process varies depending on the
job available.
Internal recruitment - Tesco first looks at the internal aspect of the organisation to see whether
someone wants to fill the space. Internal recruitment lists all current employees who are looking for
a move, either horizontally or vertically within the organisation. Tesco advertises the post internally
on the intranet for two weeks. This helps to motivate the current staffs to grow internally stronger
and shape their career growth, this also lowers the amount of staff turnover as employees within the
organisation can progress and look for better working opportunities such as a higher salary.
Internal advertising – The advertising of a job role or position will only be done within the
organisation. This means the employee who has seen it or wants to apply for It already has a good
idea of what the organisation is and what skills are required to obtain the job position. Internal
advertising usually gives the chance for employees within the store to gain a promotional or take on
more responsibilities within the store.
Internal advertising – Advantages
• It is cheap to advertise
• All candidates are known to the organisation
• Can encourage staff retention and progression
Internal advertising – Disadvantages
• Limited choice of candidates
• In need of another employee to replace their previous place
• New ideas may not be generated
External recruitment - Tesco advertises job vacancies via Tesco website or through vacancies board
in stores. A common way that applications are made through is Tesco’s online website www.tesco-
careers.com. This gives them a portal for them to receive applications specific to the job roles.
Candidates can also apply by going in-store and sending their CV in. The CV summarises the
candidate’s education and job history to date.
When the application times have all expired and the portal is closed, they will start to consider the
best candidates for the job roles, the right applicants are invited for an interview followed by
attending an assessment centre for the last stage of the selection process.
External advertisement – This is the process of advertising outside the organisation. This can be
done through multiple ways such as using job agencies and job centres or by the organisation itself
doing the recruiting.
External advertising – Advantages
• Greater number of candidates
• New candidates may bring in new ideas
External advertising – Disadvantages
• More expensive to advertise
• Recruitment of candidates may take longer
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