Recruitment and selection is the most essential process of an organisation. The three methods of recruitment: internal, external and alternative ways, are used by all organisations to ensure that they employ the right people for their jobs. I will be using Sainsbury’s, a British super market chain founded in London in 1869, to explain how a large business recruits. Sainsbury’s is Britain’s second leading retailer which means that they require an effective recruitment process. With over 600 supermarkets, 800 convenience stores and over 150,000 employees, they offer many jobs in different departments such as store roles, store management, delivery drivers and cyclists, store support centres, and logistics.
Externally, Sainsbury’s recruit through their website, www.sainsburys.jobs, which displays all of the current vacancies at their supermarkets. The documents required to apply for a job are an application form and CV. When applying for a job through their website, it involves you creating a job seeker’s account and filling in a general application form. Information that is included in their application form are: personal details e.g. name and address, education and qualifications, experience/previous jobs, declaration of a criminal record, references, and other information e.g. reason for interest in the job. A CV (Curriculum Vitae), which is a short, written account of someone’s personal details, education, qualifications and previous jobs usually sent with a job application, is usually requested by Sainsbury’s. A person that is interested in a job can offer the employer their CV in store to apply for a job, however it needs to have an impression on them in order to continue with an interview and job.
Internally, Sainsbury’s can manage their existing employees to reduce the need for more jobs. This can be done by training staff to use different methods of working and to use new technology, or changing job roles e.g. doing two jobs at the same time. Doing this can save Sainsbury’s money since it is cheaper to use existing staff than to hire new staff.
Alternatively, Sainsbury’s often ask their employees to do overtime if there is more demand for their products. This allows the employees to do more work for additional extra money and the employer saves money since they don’t need to recruit new staff. Furthermore they also offer temporary jobs to students/young people which costs less than offering people for full time.