Tesco Job Analysis

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Introduction
The following report examines the recruitment process used by Tesco Ireland for the selection of employees to fill five positions available through the retail stores’ expansion programme. These positions were as follows: sales executive, store manager, assistant store manager, clerk and two cleaners. The recruitment and selection was done following a number of procedures that were accompanied by letters used to inform candidates about their performance. (Sarah, 2007) Reception of application forms

Cover letters and application forms are necessary for this process and must contain information about one’s qualifications. The cover letter is written manually and candidates must include all the information necessary from the job descriptions and must have at least the minimum qualification. Those who do not posses the specified qualifications in their applications are elliminated while those who posses them are invited for further examination. Subject matter content in the cover letter is analysed by an expert to further sieve candidates -applicants must potray honest information. Contact information will be obtained from these very applications. Information included in the application letter must be detailed relating directly to the position and only those who send their letters within due time are to be considered hence late entrants will be automatically disqualified. The application letter is taken to the store after it has been received by the human resource manager. Securing the application form

Tesco industries complies with the data protection Act of 1988 and 2003 which states that information must be protected from harm, loss or any other damages by placing them in a secure location. This is a duty designated to the information resource manager of the company. He ensures that his team members safeguard all the materials up to the point when it will be required again. (Fogleman, 1999) Screening and acknowledgement of application forms

After the application form and cover letters have been sent, screening is done. The importance of such a method is that Tesco can be able to determine who meets the minimum qualification. This eliminates a large variety of applicants who may simply be trying their luck but have no idea whatsoever how to do the job. It also helps in narrowing down the numbers and giving one an idea of the kind of personality applicants have through their grammar and language use in the application letter. This was the reason why it was necessary to include a cover letter alongside the application form. (Adrian, 2005) The application form contains a number of topics that help to zero in the appropriate candidate. The first section of the form requires candidates to list their academic qualifications and learning institutions attended. The second part of the form deals with technical skills required for the job. Here candidates must demonstrate in-depth knowledge of those skills and must not deviate from the main issue. The third part of form asks candidates to give details about some personal traits that present them as the best choice for the vacancy. Candidates are required to give examples of how they have shown interpersonal skills, leadership skills and a focus on end goals. The last section of the form dealt with additional notes from potential candidates. They are supposed to give the reasons why they are choosing to work for Tesco. (Nadler, 1986) The most important aspects to consider at this point are academic qualifications and job related skills. Those candidates who meet these criteria fully are placed on the first list of those who will be invited for the interview. These candidates have to wait for a period of five days as the screening is still being done. Letters are then sent to these candidates to invite them for an interview. Details of the letter are shown in the appendix attached (appendix 3). The time, venue and date of the interview are specified in the interview...
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