Tesco Recruitment and Selection

Tesco has defiantly set a very efficient strategy when it set the objectives of its workforce planning. 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. 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 post available. Moving up from the general to more specifies criterion.  For internal potions, Tesco lists current employee looking for a move, either at the same level or on promotion. If there are no suitable people, Tesco advertises the post internally on its intranet for two weeks.

 For external potions, Tesco advertises vacancies via the Tesco website or through vacancy boards in stores.

 For harder-to-fill or more specialist jobs, Tesco through its website and offline media, television and radio, also by placing advertisements on Google or in magazines.

 For internal potions, Tesco lists current employee looking for a move, either at the same level or on promotion. If there are no suitable people, Tesco advertises the post internally on its intranet for two weeks.

 For external potions, Tesco advertises vacancies via the Tesco website or through vacancy boards in stores.

 For harder-to-fill or more specialist jobs, Tesco through its website and offline media, television and radio, also by placing advertisements on Google or in magazines.