Page 158 - DMGT553_RETAIL_STORE_MANAGEMENT

Unit 8: HR in Operations

Notes
People interested in store-based jobs with Tesco can approach
stores with their CV or register though Jobcentre Plus. The
store prepares a waiting list of people applying in this way
and calls them in as jobs become available.
For harder-to-fill or more specialist jobs, such as bakers and
pharmacists, Tesco advertises externally:

through its website and offline media
through television ad radio

by placing advertisements on Google or in magazines
such as The Appointment Journal.
Tesco will seek the most cost-effective way of attracting the
right applicants. It is expensive to advertise on television
and radio, and in some magazines, but sometimes this is
necessary to ensure the right type of people get to learn
about the vacancies.
Tesco makes it easy for applicants to find out about available
jobs and has a simple application process. By accessing the Tesco website, an applicant can
find out about local jobs, management posts and head office positions. The website has an
online application form for people to submit directly.
Selection
Selection involves choosing the most suitable people from
those that apply for a vacancy, whilst keeping to
employment laws and regulations. Screening candidates is
a very important part of the selection process. This ensures
that those selected for interview have the best fit with the
job requirements.

Screening
In the first stages of screening, Tesco selectors will look
carefully at each applicant’s curriculum vitae (CV). The CV
summarises the candidate’s education and job history to date. A well-written and positive
CV helps Tesco to assess whether an applicant matches the person specification for the job.
The company also provides a ‘job type match’ tool on its careers web page. People interested
in working for Tesco can see where they might fit in before applying.

Contd....

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