Essay On Law Affecting A Business

Tesco's aim to externally recur in the most cost effective way, as they do not like to spend that much money on advisements on televisions or in magazine for new job roles as they know this can be costly to post an advertisement in the local newspaper can cost up £500, therefore Tesco have chosen to advertise their job on their website which is free, in their stores which is free and they have spent a bit off money to put them on job search sites. Once the HR team has reviewed everything and have shortlisted the candidates down all of the candidates will be informed via email if they have been successful or not, if they have been successful they will be invited in for an interview, retail stores generally have group interviews where there are

In Tesco’s recruitment, the purpose is attracting the suitable standard of applicants to apply for the appropriate vacancies. The Tesco’s job advertising is confronted to two parts: internal recruitment and external recruitment. For internal recruitment, Tesco has an internal ‘Talent Plan’, including the current employees who want to move or promotion. Tesco will choose their current employees to fill the vacancies from

Once we know what positions we will need we then need to develop an advertising strategy. Where and how we will advertise, this will be different depending on position we are filling. Affecting our ability to attract applicants would be the local economy, are there a large number of people unemployed in the area. Does the area have enough skilled labor for management and other positions? If not then we would have to recruit from outside the area.

Organisations are increasingly turning to external agencies to assist with certain elements of recruitment, particularly for attracting top talent. The use of new media/technology to recruit is also increasing CIPD (2015).This shows a trend of using agencies during the recruitment are become more popular between different organizations. The research report shows that “Recruitment difficulties over three-quarters of organisations that had attempted to fill vacancies experienced recruitment difficulties in the last year, regardless of sector” CIPD (2015). Thus recruitment agencies can be used as a way to helping organizations in the recruitment process. This report will focuses on three points: first analysis the advantages and disadvantages of using agencies during the recruitment process. Second how can agencies doing effective in recruiting right staff. Thirdly, the relationship between organisation and agency and how the organisation can manage the relationship with agencies successfully.

Recruitment agencies usually help organization in searching permanent or temporary workers, being the middleman between job seekers and employers

* External Recruitment – This is the process whereby the person is being recruited from outside the organisation to fill the vacancy. The procedure of recruiting can be lengthy for some employers, hence they may decide to use agencies, online and job centres- these are the most common choices. Also some employers prefer to work with specialist consultants, who help manage their vacancies then they can now advise them into where and how they should recruit. Another external recruitment method would be through recruitment agencies. They similar to specialist consultants, though they more so provide employers with information about possible candidates.

32) “Recruitment includes those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees.” According to Aboul-Ela (2014), recruitment plays an important role in an organisation to achieve the desires goals, as recruitment is the initial human resources function. The traditional recruitment system, which was time consuming, was documented on paper and an interview was required. Due to the reason that the traditional recruiting system is time consuming and burdensome, it is ideal for business enterprises to partake in the e-recruitment system. According to Afshar and Fayyazi (2013, p. 32) “E-recruitment is the use of the internet to attract potential employees to an organisation, and can include the use of an organization’s own corporate website as well as the use of commercial job boards.” According to Lee (2007), since the mid 1990’s e-recruiting had evolved from once being utilised as just a web page that posted job openings for job seekers to a recruitment system. E-recruitment is seen to be valuable within organisations as it has reduced the amount of capital a business has to put into a recruitment system. Also, e-recruitment has created brand exposure, due to applicants accessing the company’s official websites. E-recruitment has also created a wider reach for both candidates and employers, as the candidates are not limited to a specific area but are

External recruitment involves staffing outside of the organisation. This search can take place in local, regional or international labour markets, depending on numbers, skills, competencies and experiences required, the potential financial costs involved and the perceived benefits involved to the organisation concerned. (Holden: Claydon 2004)

External recruitment is concerned with generating a pool of qualified candidates through external sources of employment. Under it, following methods of recruitment are adopted.

Recruitment is the process of detecting that the business needs to employ somebody up to the point at which application forms for the post have arrived at the business or now a day can be completed over the business website. Selection then consists of the processes involved in choosing from applicants an appropriate candidate to fill a post. Recruiting people to fill particular posts within a company can be done either internally by recruitment within the company, or externally by recruiting folks from outside.

This type of recruitment happens within the workplace. This type of recruitment is done through:

There are many approaches for recruiting and selection of new employees. Organizations may choose to recruit from external sources which include internet job postings, newspaper adverts and also college recruiting

Tesco has internal recruitment and External recruitment. This helps them to find the right standard of applicants for apply for vacancies. And the process application depending on the job avaible. Internal recruitment involves looking for employees who is looking for move ether same level or promotion. For External recruitment Tesco advertise for job in different way. You can apply on Tesco website or through vacancy boards in stores. You can also make applicant on online. Most of the people who is interested in store-based job can approach Tesco

Economic condition. When an economy is under developed, employment opportunities are limited and it might be difficult to get prospective candidate. The right candidate may not even be available due to lack of educational and technical facilities. If large number of people apply, selection becomes easy. Again if there is a reduced number of qualified technical persons, getting the suitable person might be difficult.

Recruitment, as a significant function in HRM (Unadkat, 2015) is a two-way process (Redman and Wilkinson, 2013) in which companies can select employees, but also employees can select companies. Therefore, the employer brand is important for a company. A fast and effective recruitment method can be very good to enhance the employer brand. Online recruitment’s timeliness helps companies complete the recruitment task quickly and efficiently. In the case studies, Boots’ recruiting campaigns were completed 3 months earlier than usual from start to finish, and River Island used online recruiting to fill all the vacancies in a new store within 9 days. This proves that online recruitment is very effective to save time.