Bonanza Offer FLAT 20% off & $20 sign up bonus Order Now
Introduction
The staff recruitment process in any company is always a huge and a time-consuming task that always needs many resources both from the employer and the prospective employees as well. The aim of this project is to discuss, understand and clean out the issues involved, minimize the resources and time requirements and also speed up the staff or employee recruitment process. The project is aimed at making the recruitment process as simple and less tasking as possible and making it easy for employers to get the best talent and the most qualified employees at any given time or season (Farr and Tippins 2010, p.120). The project also aims at shortening the communication loops from the long, tedious communication loops where the overall management contacts the Human Resources Department on the need for a new employee, and the human resource department then has to communicate the progress of the recruitment process to the management at every single stage. The loop makes the recruitment process take longer time than it is necessary and this is one thing that this project aims at working on and at the end ensure that the recruitment process takes a very short time but brings on board the best and the most qualified personnel into the company whenever a need arises.
Tesco Stores
Tesco stores is a grocery and general-merchandise based company that deals with retailing of groceries. The company was started in 1994 by Jack Cohen as a group of stalls but later grew to be the third largest grocery retailing company in the world in terms of profits. The company has its headquarters at Hertfordshire, England in the United Kingdom but has stores in 12 other countries all over Asia and Europe (Tesco.com, 2016). The company was started as a grocery store but diversified to include furniture, electronics, clothing, books, toys petrol and even software.
Mission
The mission of Tesco Stores is to be a champion to their customers and to bring the satisfaction in the world as well as achieve the customer's peace of the body, mind and spirit which it has achieved by producing a variety of products and services. Another mission clause of the company is to inspire moments of happiness in the consumers of their services and create optimism in the consumers through their products and actions. The company has achieved this mission statement by providing a variety of services and products that can be utilized by all, both young and old in the oil industry hence bringing to them success and a great sense of achievement. Creating value and making a difference is another mission that Tesco Stores holds with high importance (Tesco.com, 2016). To achieve the mission the company developed a set of goals or visions which are focused on delivering an inspiration for all the employees at the factory and a portfolio of services and products that are aimed at refreshing and satisfying people’s desires and needs. The company also has the vision to nurture a winning network of partners as well as building mutual loyalty with them (Tesco.com, 2016). Concerning productivity, the company has a goal to be the most efficient, lean and a fast-moving organization in the whole world.
Core values
Tesco Stores has a set of core values that is shared by all the employees and stakeholders and which guide the overall actions within the company. Integrity is one of the values which ensure realism in the actions undertaken by the company as well as its partners. Accountability of actions and choices is a shared value within the Tesco Stores and ensures that all the parties that are associated with the company take up responsibility for the decisions and the actions they take when working and relating to the company (Tesco.com, 2016). Passion is a core value that all the stakeholders of the company share which ensures that they all have total dedication to the activities of the enterprise. Ensuring quality is a value that drives the actions and decisions in Tesco Stores and ensures that whatever the company produces is of the highest quality. The company values diversity, and this is what brings about the variety of the services the company provides now and then. Tesco Stores values leadership which ensures that all the stakeholders in the company have the courage to forge and move towards a better future for themselves and the company as well. The companies collaborate with genius minds and personalities as well as businesses to come up with the best services and products and hence ensure the highest possible profit margins.
Current situation
The company’s human resource department is given the entire mandate to recruit employees for the company. The human resource department is the one that comes up with the desired attributes, skills, and knowledge requirements that the qualified applicant should possess after the communication of a need for a new employee is disseminated from the management (Tesco.com, 2016). The department advertises for the job vacancy and receives the applications from the various applicants of which they use to list down the candidates and then invite them for the interviews. The process is tedious on the applicants’ side because after getting the job advertisement, the employees apply for the jobs, wait for the interviews, attend the multiple interviews and then wait for a response of whether they got the job or not. The process takes an average of two months from the time of the job advertisement to the time the applicant is notified of their success in the interviews. During this wait time, some of the best talents or the most qualified applicants may get jobs in other companies, and this lowers the possibility of Tesco company to get the best-qualified staff. Since the process is very time-consuming, some interviews overlap and hence the human resources department is more involved in the recruitments rather than its vital purpose and many cases of employees concerns arise, and this leads to the employee dissatisfaction and disillusionment when their queries and concerns fail to be attended to.
The recruitment process takes a lot of time and consumes a lot of resources on both the employer’s and the applicant’s side. The initial interview involves hundreds of candidates of whom the interviewer must interview, and this can take several days to complete. All the applicants must wait for their time to be interviewed and in most cases, the best talents end up giving up and leaving the venue of the interview before they are interviewed. The interviewers and the interviewing panel waste a lot of time of which they would be productive if they worked at their desks or positions which make the company’s productivity go down during the interview months. The waiting time that is consumed between the first interview and the final day when the applicant is notified of their success in the interview is wasted. The time could be utilized by the applicant to be productive and create value in the company if the process was shorter and less time consuming.
SWOT analysis of the recruitment process of Tesco company
Strengths
Having the human resources personnel perform the interviews during a recruitment process has one advantage in that the human resources personnel can identify the traits of the candidate as they interact face to face. The area of the specification of the human resources personnel is to interact with individuals and understand them, their traits, capabilities, skills and personalities and having the human resource personnel perform interviews ensures that the company gets the best talents and the most qualified staff after the recruitment process. The human resources personnel are the ones who come up with the job descriptions as well as desired skills set and hence they can ask the most relevant interview questions, identify and select the most qualified applicant even during the first interview session.
Weaknesses
One of the major weaknesses of having the human resource personnel in Tesco company perform the employee recruitment process is that the process is tedious, time-consuming and requires a lot of resources. A large number of applicants who applied for the vacancy and must be interviewed one by one requires a lot of time to complete. The time could be used by the personnel to be productive in their areas of work which is to take care of the concerns and queries of the existing employees in the company. Several interviews are conducted before the final selection is done, and this takes more time than necessary. The process also needs an interview panel which constitutes of representatives from various departments, and this ends up wasting resources and time which lowers the productivity of the company during the time the interviews are in progress. The company in most cases ends up not getting the most qualified candidates because some of the applicants get disillusioned before the multiple interviews are completed and look for jobs elsewhere. The time consumed to conduct the multiple interviews is wasted, and it could be utilized to increase productivity in the company if the candidate was selected in the initial interview and integrated into the system immediately.
Opportunities
Despite having the time wastage and resource wastage weaknesses, the recruitment strategy that is used at Tesco where the human resource department representatives perform the recruitment process from end to end, there is an opportunity and a chance that the method in the staff recruitment is the best that there can exist. A team whose main role would be to recruit and hire employees for the company should be established. The team should be independent of the human resources department and be constituted of members from all the departments in the company. The team will come up with the job descriptions of the vacant position, advertise for the vacancies and schedule interviews, perform the interviews and make the selection. The burden imposed currently on the human resources department will be lifted, and the personnel at this department will be able to handle other employee issues and hence limit cases of employee dissatisfaction. Having a dedicated team will ensure that interview processes are handled at a faster rate and minimize the possibility of losing the best talents and the most qualifies applicants.
Threats of the current recruitment process.
Recruitment firms have taken up the role of recruiting employees for companies and firms in the recent years. This is one threat that denies the traditional recruitment processes the most qualified employees as well as the best talents. The recruitment firms establish websites which they use to reach out to candidates, collect candidate information and contact them whenever there is an opening in companies which outsource their services.
Solution to improve the recruitment process.
Outsourcing recruitment services of a recruitment firm is one of the solutions that can be implemented to solve the issues that are involved in the recruitment process at Tesco company. The recruitment firm will take up the responsibility of advertising for the vacant position on behalf of Tesco after receiving the job description from the human resources department. The applications from the various applicants will be directed to the recruitment firm (El-Shamy 2003, p.123), the firm then conducts the interviews and then notifies the human resources department about the qualified candidates. The recruitment firm can also look into their directories to find whether there is a candidate with the qualifications that match the job description. In case there exist candidates who are qualified in the directories, the recruitment firm will then contact the candidates, invite them for an interview, conduct the interviews and then contact the Tesco company notifying them of the successful candidate. The only task that the human resources department will have is to tell the recruitment firm of their need for an employee and then contact the candidates that qualify after the recruitment process. The fact that a third party will handle the whole recruitment process, time will be saved and hence there will be increased productivity in the company. The resources that are else wasted in during the recruitment process will be used for other purposes and hence reducing the costs on the company. The possibility of getting the best talents into the company is higher because the recruiting firm will always recruit the most qualified candidates for a particular job description with the aim of maintaining their reputation.
Another solution to the current tedious recruitment process used at Tesco will be the establishment of a team that constitutes members from all the departments in the company. The independent team will perform all the duties of recruiting new employees in the organization. The team will ensure that the process is sped up and that at the end the best talents are recruited into the company within the most minimal budget. The time consumed by the human resource department personnel during interviews can be utilized to be productive in looking into the employee issues and concerns and at the end ensure overall employee satisfaction and minimize the possibility of losing the existing employees.
Implementation of the new process
Establishment of an independent recruitment team is the best solution to the issues that face the recruitment process at Tesco Stores. The implementation of the solution will involve selecting a representative from each department in the company, then creating a team whose role will be to recruit new employees, train them and then integrate them into the organization. Since the representatives will still hold their original responsibilities, there will less wastage of resources. The team will have meetings when a need to recruit a new employee arises, develop the required skill set and then advertise for the vacant position. The fact that the team will have representatives from all the departments will ensure that the job description that is designed will be comprehensive and that there will be no missing skill or requirement that is crucial for a candidate that will be left out. The involvement of members from different departments will ensure that the selected candidate will be the best qualified for the job description.
The main responsibilities of the team will be to bring the best talents into the company by coordinating a smooth, faster and less expensive process of staff recruitment. The team will advertise for the vacancies whenever they arise. The applications from candidates will then be collected and from the applications, the qualified candidates will be shortlisted. The team will then schedule the interview dates and invite the shortlisted candidates, interview them and select the qualified candidates accordingly. The team will also perform the induction programs on the new employees as well as take them through all the necessary training to better integrate them into the system. The whole recruitment process will entirely be a responsibility of the team.
The expected results from the establishment of a recruitment team in the company will be to bring savings on the resources the company has been using when conducting the recruitment processes where the human resources department is involved. The human resource department personnel will be productive in the attending to the queries and concerns of the employees without disruptions, and hence the company will achieve an increased staff motivation and reduce the situations where employees leave a company due to dissatisfaction. Reduction of the time consumed during recruitments will be another benefit expected from the establishment of an independent recruiting team in the organization. The team will ensure that they interview only the qualified applicants and hence ensure that time is not wasted during the interviews. The time taken from the first interview and the day the applicant is notified of his success in the interviews will be minimized hence ensuring that new employees are integrated into the system in the shortest time possible and following this, there will be increased productivity in the company.
The team will perform employee induction and other necessary training on the new hires. The induction and the training will ensure a smooth integration process for the employee and increase their motivation. The training will also assist the new staff to understand their roles and hence when they start working they will be productive within the shortest time possible (Arthur 2001, p.234). The team, with their speedy and less time-consuming recruitment process, will ensure to bring on board the best talents and the most qualified employees and hence boosting the productivity of the company in the long run. In comparison to the current recruitment method, the new team will bring more savings to the company and achieve the best from a hiring process for the whole company at the end.
Figure 1:Process map
Management of the team
To better manage and improve the achievements of the recruitment process there will be recruitments of new members into the recruitment team now and then. After a few months, there will be a change in the members who constitute the team. The team will also be headed by a chairperson who will be responsible for the leadership of the team and he or she is the one who will call for team meetings whenever necessary. The chair will decide the disciplinary measures to be imposed on a member who fails to follow the rules in the team so as to ensure that the team meets its target and that it remains relevant and effective in the purpose that it was established for in the first place. The chairperson will be the overall spokesman and will communicate with the management of the organization and deliver the information to the team. After the interviews, the team chair is the one who will deliver the deliverables to the management and share the team's recommendations.
After the establishment of the team, there will be training conducted by an external third party or a representative from a hiring company who will take the whole team through the agenda of processes of recruitment. The training will equip the team with the necessary information needed to perform free and fair interview sessions and ensure no discrimination during the employee recruitment. Through the training, the various member of the team, from different departments, with different capabilities and personalities will have a common understanding of what to look for when selecting an applicant from a pool of applicants. The understanding will help to ensure that the person who is brought on board is the most appropriate and that he or she is the best candidate. Since most of the members of the team will come from technical departments, they will be trained on how to interview an applicant on personality traits other than technical capabilities (Doke 2009, p.130). Those members coming from the human resources department will get an understanding of how to conduct technical interviews as well as character interviews, and this will bring the cohesiveness needed in the team. The common understanding and knowledge impacted during the training will significantly improve the productivity of the team and hence creating value in the company in the long run.
Meeting with the top management is another role imposed on the team. The meetings will happen when the administration finds a need to recruit a new employee. The meeting will be to communicate the requirements for the employee and the desired skill set from the management’s point of view. From the stated requirements and skill set, the team will be able to create a job description accordingly and then advertise for the vacancy appropriately. During the recruitment process, the Chairperson will communicate the team’s progress to the management so as to acknowledge them of any issue and enquire for further information. After the interviews, the team will have to meet with the management so as to discuss their findings and share their recommendations. The team will then offer the management the information of the successful individual and then debate the basis of the selection and from the management recommendations, the team will then contact the selected candidate, take him or her through training and integrate them into the system.
In conclusion, staff recruitment is always a tasking process especially when it is conducted by the representatives from the human resources department in a company. However, there are solutions to handle this tedious process in a better way. One of the solutions is hiring the services of a third party, a recruiting firm, to perform the recruitment of new employees for a company or an organization. Establishment of an independent recruitment team within the company is another solution that can be implemented to solve the issues that accompany traditional recruitment processes (Buchen 2007, p.156). If either of the two solutions is implemented in a company, the company would achieve a greater value and obtain the best talents as well as the most qualified applicants from a recruitment process.
Anderson, N. and Hu?lsheger, U. (2008). Employee selection and performance management. Los Angeles: SAGE.
Arthur, D. (2001). The employee recruitment and retention handbook. New York: AMACOM.
Berry, L. (2003). Employee selection. Belmont, CA: Thomson/Wadsworth.
Buchen, I. (2007). Partnership HR. Mountain View, Calif.: Davies-Black Pub.
Careers in human resources. (2008). San Francisco, CA: WetFeet.
Carelli, A. (2010). The truth about supervision. Springfield: Charles C Thomas Publisher.
Doke, D. (2009). Interviewing people. New York: DK Pub.
El-Shamy, S. (2003). Dynamic induction. Aldershot, Hants, England: Gower.
Ennis, S. (2002). Manager's pocket guide to interviewing and hiring top performers. Amherst, MA: HRD Press.
Epner, J. (2006). Visible invisibility. [Chicago]: American Bar Association.
Farr, J. and Tippins, N. (2010). Handbook of employee selection. New York: Routledge.
Hindle, T. (1998). Interviewing skills. New York, N.Y.: DK Pub.
Hunt, S. (2007). Hiring success. San Francisco: Wiley.
Hunt, S. (2007). Hiring success. San Francisco: Wiley.
Johnson, M. and Medland, D. (2001). Recruitment during business transformation. London: Economist Intelligence Unit.
K, R. (2010). Recruitment management. Mumbai [India]: Himalaya Pub. House.
Landers, R. and Schmidt, G. (2016). Social media in employee selection and recruitment. Switzerland: Springer International Publishing.
Larson, S. and Hewitt, A. (2005). Staff recruitment, retention, & training strategies for community human services organizations. Baltimore, Md.: Paul H. Brookes Pub. Co.
Leading teams. (2005). Oxford: Elsevier.
Liao, H. (2009). Research in personnel and human resources management. Bingley: Emerald/Jai.
Nikolaou, I. and Oostrom, J. (n.d.). Employee recruitment, selection, and assessment.
Poundstone, W. (2012). Are you smart enough to work at Google?. New York: Little, Brown and Co.
Recruitment and selection. (2005). Oxford: Elsevier.
Rostker, B., Hix, W. and Wilson, J. (2007). Recruitment and retention. Santa Monica, CA: Rand Gulf States Policy Institute.
Sisodia, R., Wolfe, D. and Sheth, J. (2007). Firms of endearment. Upper Saddle River: Wharton School Pub.
Tesco.com. (2016). Tesco | Online Groceries, Homeware, Electricals & Clothing. [online] Available at: http://www.tesco.com/ [Accessed 24 Aug. 2016].
Yeung, R. (2011). Successful interviewing and recruitment. London: Kogan Page.
Yeung, R. (2011). Successful interviewing and recruitment. London: Kogan Page.
The writers at MyAssignmenthelp.co.uk are known to produce world-class dissertations. Our dissertation writing services are made up of highly talented PhD experts who are extremely knowledgeable and creative. We offer our dissertation help for 100+ subjects and make sure the copy is submitted on time.
Upload your Assignment and improve Your Grade
Boost Grades