One of the benefits using both interview and assessment centers is they could get the most suitable worker to fill the vacancies. Worker is a very important part of a company. If employees could not solve task given, this would affect TESCO’s performances and needs to select the best applicants to make sure that they could finish their task.
Tesco has showed that the most effective structured interview is behavioral and experience interview and this allows interviewers to assess how candidates cope under pressure which is an advantage for them to decide if the candidate is suitable or not.
This type of interview method and assessment center provide Tesco a high quality candidates because there are several interview to ensure that the candidates are suitable to work for Tesco, furthermore, better candidate lead to better employees. Employers who utilize pre-employment screening as a part of their recruitment process realize a number of important benefits. One of those benefits is a general improvement in the quality of applicants which ultimately leads to better workers, higher productivity, increased quality, and lower employee turnover.
The benefit of interview is interviewer can find deep into response through candidate and broaden on the answer to found more about the candidate. Besides, this allow higher response rate for the interviewer to judge the candidate and as a selection technique that the interview can be undertake with less training, not require plenty of preparation and is very flexible for the candidate since interviewer has the opportunity to review the candidate performance which is really effective.
Second is to filter the applicants since using assessment center itself only cannot ensure that the particular applicants have the capability of filling the blanks. This is because some people tend to lie about their background that a company like