Recruitment and Selection
Discuss about the concept of Recruitment and selection activity of Human Resource Management and their importance in an organization.
HRM (Human Resource Management) is the management of people or human resource. Generally called as the department of HR, it is created to enhance the performance of the employees in order to achieve the organizational objectives. HR is majorly concerned about the management of people in organizations, concentrating on strategies and on systems (Wilton, 2016). This report is being prepared to highlight the concept of Recruitment and selection activity of Human Resource Management and their importance in an organization. Along with this challenges will be stated that Human Resource manager of Tesco Company faces and best practices of human resource in relation to these challenges. This report includes a brief introduction of the Tesco Company. Further, recommendations will be provided to address these challenges.
Tesco is a British general and grocery merchandise retailer and has headquarter in England, United Kingdom. As per its profit, it is known as the third largest retailer and by revenue, it is world’s night largest retailer. The stores of the company are present in seven countries across Europe and Asia. The company is the market leader in a grocery in the in Ireland, Thailand, Hungary, and the UK. Jack Cohen founded Tesco as a group of market stalls in 1919. It is listed on the stock exchange of London.
A process of identifying possible participant for a function or job, commenced by recruiters is known as Recruitment. This activity is very important for every organization in order to have the best workforce in the premises (Smartling, 2018). It might be started by an agency of recruitment or a staff member of an organization seeking workforces. Advertising is a general portion of the process of recruitment and can occur by numerous means: by the newspaper, using newspaper devoted to the advertisement of the job, by professional publication, advertisements on windows, by a job center, by campus interviews, etc. (Society and Human Resource Management, 2008)
Appropriateness for a job is usually evaluated by considering kills, e.g. computer skills, typing skills, communication skills. Proof of the required skills for a task or job may be offered in the form of qualification it can be professional or education (Yu & Cable, 2013).
Recruitment provides an entree for a company to get a pool of talented people at a single place in single time. If there will be a high number of participants in the recruitment process companies gets more options of skills to choose from. Along with this, organizations can target the potential participants and hire them for upcoming assignments rather than struggling to search for the right candidate at last moment (Devi & Banu, 2014).
Selection is a procedure used in an organization to recognize and employ a group of individual to fill the posts. It is mostly depended on an initial job examination; the final goal of employees’ selection is to confirm a sufficient return on investment. In other words, to confirm the efficiency of the new employ warrants the amount spent on employing and training that hired individual (Gatewood, Feild & Barrick, 2010).
Importance of Recruitment
The main agenda of having well-organized selection process is to raise the success of hiring. Developing a detailed job analysis assist in understanding what person requires. Every tool of selection which is utilized to assess candidates must add value to the capability to efficiently define which applicant is the best for the job (Kokemuller, 2018).
Recruitment and selection are one of the important activities or utilities of HRM (Human resource management) for every category of business. These terms are the procedure of attracting and selecting applicants for service. The human resource quality that a company possesses is majorly dependent on the efficiency of these activities or utilities (Gamage, 2014). Recruiting and selecting the incorrect applicant who is not proficient enough arise with a high adverse cost which companies cannot afford. Therefore, the complete goal of recruitment and selection in the business is to attain the quantity and number of workforces that are essential to fulfilling the planned goals of the business, at least cost (Ofori & Aryeetey, 2011).
According to Opatha (2010), the procedure of searching and enticing an appropriately skilled person to apply for the vacancies of job in the company is known as Recruitment. It is considered as a set of activities which a company uses to attract the applicants for the work who possess the needed approaches and skills. Recruitment is the practice of creating a pool of capable contestants for the job openings in the organization. As per Ofori and Aryeetey (2011) recruitment is the practice of making a pool of skilled persons to apply for a job in the business.
The overall aim of recruitment as per Gamage (2014) is to supply the organization with a group of possibly capable job candidates. The quality of human resource of a business majorly depends on the quality of the attracted applicants because the business is going to select from that personnel who were attracted.
On the other side, the selection is the procedure of selecting the best and appropriate applicant from the group of applicants employed to fill the related job post (Opatha, 2010). Selection is the practice through which definite tools are involved to select from the group of people most apt for the available job (Ofori & Aryeetey, 2011). The selection comprises the usage of one or more approaches to assess candidate’s suitability to make the right decision of selection and can be looked as a process of denial as it rejects some of the candidates and selects few applicants to fill the job post. Thus, selection activity may be said as an adverse function in place of positive function (Gamage, 2014).
As per Gamage (2014), the purpose of selection function is to acquire the correct individual to the correct job, create and uphold a worthy image as a good manager, and sustain the process of selection as cost-effective as possible. Selection is a very vital feature to consider for businesses because of various reasons (Ekwoaba, Ikeije & Ufoma, 2015).
Wel (2016) stated that Tesco Company is one of the biggest employers in the private sector that function in approx. 13 countries around the world. The non-store and store-based activities are growing for the Tesco. Starineca (2015) specified that to attain the objectives of the company, the company has to confirm that, it possesses the correct amount of workers in the correct job. For this, Tesco has to create a sequenced method to choose and hire workers for managerial and operational roles. Stan and Vermeulen (2013) stated that to fulfill future wants, the Tesco has to make suitable staff planning. The organization’s administration has to choose a suitable candidate according to their talent, skills, location, qualification, and numbers.
Selection
Sayce et al. (2012) highlighted that recruitment is the strategy that can support a company to examine which section needs new personnel. It has been identified that the Tesco uses different approaches to promote openings. Russell and Brannan (2016) mentioned that the procedure of recruitment of the company is based majorly on the job availability. It has been evaluated that the Tesco majorly depends on the program i.e. “Internal Talent Plan” to fill the vacancies. With the assistance of this program, the business considers the personnel list who is expecting a promotion or job rotation. The company makes use of internal advertising in the intranet (Wilkinson & Johnstone, 2016). It has been identified that job vacancies in Tesco are posted on the company’s website or on the external board of recruitment.
Geographical Location
Company’s geographical location may create challenges of recruitment and selection in situations where the organization’s unit is located far away from the city. Due to this, there will be a limited pool of employees. Many times potentially experienced and qualified people do not get ready to move away from their relatives or families unless they can move there with their families.
Change in business model
A change in the model of business may also raise recruitment and selection challenges. Upon formation, a company might have desired more unqualified labor. As the organization or company grows its unqualified labor demand may be decreased and the right group of employees that ensembles the new model of business might not be accessible in the area (Zinyemba, 2014).
Innovation vs. Efficiency
Human Resource managers constantly look for new and enhanced tools to improve the recruitment process. Whereas they mostly are prepared to hold new hiring methods, striking stability between expedience and efficiency often grips them back. Incompetent hiring methods can discourage prime applicants. SHRM just stated that 60% of potential candidates leave the application procedure when it is too extended or complex.
Wide Reach vs. Coherence
Since years, employee recommendations have been a significant part of the recruiting procedure. The flow of social media openings now provides employees an even superior recruiting group. Though, one of the main complications in the concept of wide-reach is that business can lose control of its message. An unpredictable message can complicate candidates and disturb the quality of selection group. Being clear with the goals and objectives of company can help improve these problems (Furst Person, 2016).
- Some of the key challenges associated with the process of the internal and external recruitment of Tesco have been analyzed in this study. In terms of internal recruitment, it has been identified that there are limited applicants for the job. Moreover, the management of the company is already aware of the weaknesses and strengths of the candidates. Han (2014), states that only training cannot enhance the employee’s weaknesses after some time. Because of procedure of internal selection, the company is not able to attain fresh viewpoints and thoughts from the outside boundary of the organization. Along with this, recruiting from the internal premises will generate another opening that needs to be fulfilled (Furnham, 2012).
- Besides this, it has been identified that process of external recruitment implemented by the company is not cost effective because of selection’s longer process and advertising. It has been seen that the process of the external section of the company is not well-organized to select a candidate for the job.
- In Tesco, it has been identified that there are some sought of discriminations in the process of internal recruitment. The administration of the company has a preference to recruit applicants from U.K regardless of their qualification. The company is less persuaded towards hiring Muslim applicants. This system of recruitment and selection of Tesco needs to be changed. It has to choose applicants based on their talent, qualification, skills, and job experience rather than their values, religion, race, culture, geographical location, culture, and gender (Edelson et al. 2014).
Diversity and Innovations
This practice of HR points out that it is very important to have a diversified employee’s base and HR need to make a concentrated effort outside the boundary of the company in order to gain new and diverse views of the normal order of business. Tesco needs to move forward and should invite people from different places and countries to be the part of the organization such that it can have different perspectives and ideas.
Innovation only arises as an outcome of change, and change is not thinkable without someone willing to rock the familiar boat. Similarly, Tesco needs to be ready for taking a risk and employ somebody from the outer boundary of the organization, in order to gain information and vision from someone having a diverse viewpoint.
Importance of Selection
Research and Development
The finest practices of HR comprise maintaining the focus on the training of the existing workforce internally and devote a considerable part of the budget of the company to R&D. This means Tesco needs to hire workforces who are talented trainers and leaders. Furthermore, identifying best people to use as trainers means being capable to recognize needed traits and talents anticipated in the trainers of the company, and then to positively identify those potentials in both external and internal applicants for the job.
Quality Recruitment
If a company wants to employ best people, it needs to get involved in some strategies like networking, concentrating on development and satisfaction in the description of the job, and interconnect with recruits as people, in place of potential job applicants.
In order to improve the process of recruitment and selection every organization first need to improve their message what they are trying to convey through their recruitment and selection process must be clear, it should not be complex.
Job Description- Before beginning a process of recruitment and selection, job descriptions must be clear for every part or role in the company. All the job description must involve the education and skills essential to achieve every role positively, as well as a thorough list of duties.
Policies and Procedures- Policies and procedures must be distinct and followed to for the process of recruiting and selection, and must confirm that everybody in the company adheres to federal, state, and local regulations.
On the basis of above identifies challenges in the recruitment and selection process of Tesco some recommendations are provided:
Generating Online Applications
Tesco needs to generate a system of online application. Due to emerging technologies and upsurge of the use of the internet, the online application will be competent to attract more and more skilled people towards Tesco Company. The company has to offer proper job specification and details of the job on the website or web page such that it can choose the right candidate for the right job.
Providing Attractive offers to the Employees of the company
To attract a maximum number of candidates who are capable and experienced towards the company, the administration of Tesco have to deliver attractive, beneficial offers and incentive packages to these workforces such as allowances, rewards, home allowance, perks, etc. If the company follows this then there will be less employee turnover because they will be more satisfied with the job and packages they are receiving what they use to desire.
Creating a separate team of Recruitment
Tesco needs to create a distinct team of selection and recruitment. This team will be responsible for all the Human resource and recruitment, selection activities. The team will directly report to the regional managing director. Along with this, the team will have complete authority to manage the external and internal process of the operation. Besides this the company should avoid following its concept of not hiring Muslims for the job, this point of view creates discriminations in the society. The team must be established involving people from varied regions and cultures.
Literature Review
Conclusion
In the conclusion, it can be said that Tesco is one of the leading organization in the supermarket industry and a strong competitor for other players in the market, which reflects that it needs to have a proper recruitment and selection process such that skilled and talented people can be hired to do specific jobs. The above report has provided detailed information of what is recruitment and selection, along with this it has highlighted some of the statements and thoughts of some researchers and academics. The importance of recruitment and selection has also been provided in order to provide an idea how much it means for a business or organization. Besides this, the report has also specified some general challenges and challenges that Tesco Company is facing in its recruitment and selection procedures. In order to avoid these challenges, the company can go through some of the human resource best practices such as Diversity and Innovation, Research and Development, and Quality Recruitment. In the end, the report has provided some recommendations that will definitely help companies it in operating business effectively by hiring skilled and talented candidates for specific job vacancies.
References
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Furst Person. (2016). 5 Contemporary Recruitment and Selection Challenges. Retrieved from https://www.furstperson.com/blog/contemporary-recruitment-and-selection-challenges
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Kokemuller, N. (2018). Why Is the Human Resource Selection Process Important? Retrieved from https://smallbusiness.chron.com/human-resource-selection-process-important-14399.html
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Sayce, S., Weststar, J. and Verma, A. (2012). The recruitment and selection of pension trustees: an integrative approach. Human Resource Management Journal, 24(3),307-322.
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Yu, K.Y.T., & Cable, D.M. (2013). The Oxford Handbook of Recruitment. U.S: OUP USA.
Zinyemba, A.Z. (2014). The Challenges of Recruitment and Selection of Employees in Zimbabwean Companies. International Journal of Science and Research, 3(1), 29-33
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