6 Recruitment Methods Team Essi Keltomäki Tero Auvinen Prisca Kalubi Pia Maliniemi

Outline Job market Recruitment by position and review of specifications Internship and trainee programs Recruitment and advertisements Conclusion

Job markets Finland Baltics and Russia Adequate supply of applicants for entry-level positions Weaker candidate pool for mid-management Baltics and Russia Sufficient pool of qualified applicants

Recruitment by position: CEO and VPs Headhunters and Internal recruitment trade-off corporate vs. local culture Aim is to create a mix of expertise in corporate and Finnish cultures in the upper management

Recruitment by position: Area Managers Professional organizations Business newspaper ads Internet Internal recruitment in the future

Recruitment by position: Facility Managers and Assistant Facility Managers Internet Universities and Polytechnics Career Fairs Educational institutions Public Employment Agencies Newspaper ads

Recruitment of trainees Internet Universities and Polytechnics Career Fairs Newspaper ads

BP Amoco Trainee Program rotational program Training periods at the corporate HQ, in Finland and possibly at another BP Amoco location abroad All graduates are guaranteed a position as Facility Managers good advancement opportunities to become an Area Manager

BP Amoco Internship Program Identify highly qualified individuals Knowledge of the organization Promote Amoco after program Head start for a career quicker promotion possibilities Work experience

Recruitment and Advertisements The current image positioning strategy “Amoco is a large, diverse, global company involved in a broad range of exciting opportunities and innovative technologies.” “ Amoco is a historically stable, well-managed enterprise strongly positioned for the future.” “Amoco provides a warm supportive environment that respects the individual and enables talented people to grow and excel.”

Conclusion Bp Amoco should use multiple recruitment methods, both internal and external changes in the job description may affect the optimal choice of recruitment method Over time, the focus should shift from external to internal recruitment