A Bivariate Tertiary Sector Analysis of The Impact of Employee Recruitment on Employee Efficiency: A Case Study of Tesco Ltd

This study examines how staff recruitment influences employee efficiency within the UK tertiary sector using Tesco LTD as a single-case study. Using a bivariate analysis framework, investigating how specific recruitment practices such as values-based hiring, structured onboarding, and technology-enhanced selection affect employee performance outcomes. Under a deductive approach and a qualitative mono-method the study employs secondary data derived from academic literature, organisational reports, and real-time industry statistics under the Resource-Based View (RBV) and Attractiveness-Selection-Attraction (ASA) theories. The study reveals a positive, strategic link between efficiency and recruitment depending on the alignment of recruitment practices with organisational values, inclusiveness, and onboarding effectiveness. Although applied inconsistently across Tesco's operations, AI-driven recruitment tools and varied hiring policies emerged as clearly main performance enhancers. The dissertation claims that recruitment should be positioned as a strategic driver of efficiency instead of a transactional HR tool. Tesco should run ethical artificial intelligence audits, standardise onboarding processes, and mix performance data with recruiting KPIs. The study provides insightful analysis to HRM professionals and expands the scholarly knowledge of the efficiency influence of recruitment in the retail sector.