This will in turn lead to wastage of organization resources less production

This will in turn lead to wastage of organization

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wrong employees. This will, in turn, lead to wastage of organization resources less production output. Tesco Company employs various methods on a selection of its active candidates to determine their qualifications, skills, mental abilities to perform the task and knowledge to understand the job together with the risk associated. Interviews can be defined as to a formal meeting whereby the interviewer asks the interviewee a set of questions which guides them in the selection of eligible candidates. Tesco Company uses an interview to select active employees to work in the organization. The willing candidates are required to avail their curriculum vitae to the board of directors in time. The screening process takes place whereby suitable candidates are selected carefully. Each candidate willing to work for Tesco Company is expected to apply where they are best at as well as areas of specialization. Interviews as a method of employees’ selection have many advantages; it helps the company to know the mental abilities of candidates before they chosen to work for the firm, it helps to develop a good relationship between the interviewer and the interviewee, it is cost-effective process of employees (Nikolaou and Georgiou 2018, p .107). Also, an interview is a time saving process as it contacted face to face between the parties involved. These advantages help Tesco to select effective employees’ thus high production outputs. An assessment center is a place where the candidate’s performance is evaluated before they are permanently employed to the firm (Iii, G.C.T. 2016) . Tesco Company provides a task to the intended candidates according to the areas of specialization who later evaluates their performances. This process will help to select the eligible candidates according to their performance. Those candidates who perform excellently will be employed. Assessment helps the
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