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y information related to new jobs, and new store openings and they have a chance for making application online by filling the application form which they can find in its website. Althoug it is costly for Tesco to advertise on TV, radio and in magazines, Tesco aims to reach the right people for its special job vacancies.

 

Tesco has an important role in regenerating UK communities as the organisation first started to open Regeneration Partnership stores in 2000 in Leeds. Regeneration Partnership stores are the part of recruitment process of Tesco. The target group for this Project is local people who have been unemployed for at least 6 months. Tesco includes people with low levels of skills and people with disabilities as well in its project. By the success of this project, Tesco is one of the first companies that works with the UK Government in employment partnerships. The company won a Best Practice Recruitment award for the new store opened in Birmingham and they also won two North West Local Employment Partnership Awards. 

 

The standard HR approach in recruitment involves producing job descriptions and personel specifications. Job recruitment can be either internal or external. Sometimes organisations consider internal candidates rather than people outside the organisation. As Torrington stated many organisations give a chance to internal candidates before they search for external labor market for new job facilities. As stated above, Tesco implements internal recruitment as well. Giving preference to internal candidates has a great advantage of providing current employees motivation, increase their morale and commitment. On the other hand, according to research carried out by the Institute of Employment Studies (2002), internal recruitment can create serious problems if the internal candidates are not selected. (Torrington, 2008. p. 150) This is because they have higher expectations of being selected for the position than the external candidates.

 

In addition to internal recruitment, organisations follow methods for external recruitment. The standard approach of external recruitment includes methods of advertisements, recruitment agencies, corporate website, journals, jobcentre plus, employee referral scheme, newspaper advertisements, posters/billboards, radio, TV, etc. (Torrington, 2008. p. 150) Tesco uses some of these methods such as advertisements, website, jobcentre plus for recruitment. In addition to these, Tesco also makes advertisements in some magazines, TV and radio for more specialist vacancies.

 

Secondly, selection is the crucial HRM activity of Tesco which is related to choose the most suitable candidate from the applicants for a specific vacancy. Screening candidates is the difficult part of the selection process. The selection process in Tesco starts with checking the CV’s of applicants. The company looks for person specifications by analysing the CV’s whether the applicant has the proper personal skills, and characteristics for the job. Tesco also ensures a jo本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。