R&S Assignment 1 Overview

What is the primary reason for workforce planning at Tesco?

• To ensure the right number of employees with the right skills are in place

• To reduce staff wages

• To allow employees to switch roles freely

• To prevent new employees from being hired

Which of the following is NOT a reason why Tesco might need to recruit new staff?

• Business growth and new store openings

• Seasonal fluctuations in demand

• Employees requesting additional workload

• Staff turnover and retirements

How does Tesco advertise job vacancies?

• Only in newspapers

• Through recruitment agencies, online job portals, and social media

• By word-of-mouth only

• They do not advertise; only internal promotions are used

What is an advantage of online job applications for Tesco?

• It is costly and time-consuming

• It restricts the number of applicants

• It is cost-effective and reaches a wider audience

• It ensures only experienced candidates apply

What is the first stage in Tesco’s recruitment process?

• Shortlisting candidates

• Conducting interviews

• Advertising job vacancies

• Offering the job to candidates

Which of the following is a key consideration for designing a job advert under the Equality Act 2010?

• Using gender-neutral language

• Specifying age requirements for applicants

• Stating preferred ethnicity of applicants

• Including personal information of the hiring manager

What is shortlisting in Tesco’s recruitment process?

• Randomly selecting candidates for interviews

• Reviewing applications to identify the most suitable candidates

• Rejecting all applicants who lack experience

How do Tesco inform candidates they have been shortlisted?

• Through a public announcement

• Via email, letter, or phone call

• By sending a message through social media

• They do not inform candidates.

What is a person specification?

• A list of desirable personal hobbies for applicants

• A document outlining essential and desirable skills, qualifications, and experience for a job

• A summary of the job description

• A performance evaluation for existing employees.

What does the Equality Act 2010 prevent employers from doing?

• Offering flexible working hours

• Discriminating against candidates based on protected characteristics

• Asking candidates about their experience

• Promoting internal candidates.