BPAMOCO FINLAND TEAM 6:Recruitment Florence Vincent Ilkka Rovamaa Raisa Pyyhtinen Eva-Stiina Lahtinen

Outline Objectives Job markets Recruitment sources Recruitment by position Advertisements and brochures Future

Objectives CEO Country managers->3 Functional managers->4 Assistant functional managers->8 Regional managers->4+Russia+Baltics Facility managers->500+Russia+Baltics

Objectives Cost-effective recruitment Ad agency with connections to or branch offices in Russia and Baltics In the future more recruitment straight from the educational institutes and internship programs Equal employment opportunities

Job markets Finland: Very good supply of young entry-level employees, mainly in Helsinki area –good knowledge in English and U.S. culture –less knowledge about Russia and Baltics, some animosity towards Eastern Block countries

Job markets Weaker candidate pool for mid-level managers –loyalty for the companies they work for –average age of the population is getting higher

Job markets Russia and Baltics: Ample supply of entry-level managers –good universities, high level of education –students study also outside Russia and Baltics –training and job rotation in Finland Sufficient supply of mid-level managers

Recruitment sources Public employment agencies Private employment agencies Headhunters Educational institutes Advertising newspapers, trade journals Internet, Intranet TV, radio

Recruitment by position CEO Internal –expertise in corporate culture and strategies –experience in management –not necessarily from the U.S. –can be replaced over time by an expert on Baltics and Russia

Recruitment by position Country managers External recruitment Headhunters – country managers need a wide variety of skills->difficult to find – past experience on that market is required->focus on already working people

Recruitment by position Functional managers External Advertising Internet

Recruitment by position Assistant functional managers Russia and Baltics External –no current knowledge about the most effective recruitment methods there

Recruitment by position Regional managers External Private employment agencies Internet Advertising

Recruitment by position Facility managers External Public employment agencies Advertising Internet Educational institutes, internship programs

Advertisements Job title Corporate info/ Amoco Finland –emphasize the size and the international culture of the company Benefits and incentives Responsibilities and requirements Contact information

Brochure Mainly keep the U.S. version of the brochure –printed on recycled paper->works well for Finnish people Changes to the pictures depending on the country Include more detailed information about the company and their goals Consistent image in all advertising

Future Concentrate on internal recruitment –employee referrals –posting and bidding –replacement charts External recruitment focusing on educational institutes and internships