Tuukka Leppänen Miia Montonen Tuulikki Pöllänen Team 7 Selection Techniques

Initial interview in HR Dep. Employment tests Background investigation Selection process Initial interview in HR Dep. Employment tests Background investigation Supervisory interview Medical examination Preliminary selection in HR Dep. Application Review Hiring decision

CEO Requirements Doctor’s degree in field of business. 10 years of work experience (internationally). Speak a minimum of two languages fluently (Russian, Estonian, Latvian, Lithuanian). Have the ability to relate with cultures. Be able to make decisions. Mobility (not across functional borders).

Requirements for VP‘s Master’s degree. 5-10 years experience (Internationally). Strong analytical and leadership qualities. Managing skills. Languages and computer skills. Commitment to company.

CEO and VP Selection Excecutive search firms, headhunters, do the preliminary selection Supervisory interview done by the headquarters Nondirective, panel interview Followed by medical examination (outsourced) Hiring decision done by headquarters

Qualifications of Country Managers Masters degree in Business / Marketing or Management Sufficient working experience Leadership skills Ability to work under pressure Ability to work flexible / extended working hours Must be ready to move to another country Fluent in Finnish, English and Russian (Swedish)

Qualifications of Regional Managers Bachelor (Master’s) degree in Management or equivalent Some working experience Knowledge of team motivation techniques Preferably ready to move to another country Excellent skills in Communication and Presentation Fluent in Finnish and English, (Russian, Swedish)

Qualifications of Facility Managers Bachelor´s degree (equivalent) Knowledge of the service industry Ability to work individually Local languages skills and basics in English Highly flexible availability

Selection Country and Regional Managers are selected by HR department of Headquarters Facility managers are selected by country’s own HR department In application review, candidates are put in order of best qualified Resume, cover letter, and BPOAmoco’s application forms are used Structured interviews 3 sections: situational interview, job knowledge, and worker requirements Employment tests are outsourced

Selection In background investigation references and work history are checked Preliminary selection for second round Supervisory interview Panel interview Questions depend on the requirements of the position Medical / drug testing outsourced Hiring decision

Interviews Example questions for CEO applicant ”Tell us more about your experiences about your last job?” ”Tell us about your experiences in multinational corporations?” Example questions for country, regional and facility manager applicants Round 1, structured “Where do you see yourself in three years?” ”Why would you be the best candidate for this position?” Round 2, BDI ”Tell us about a specific situation when you have proved your leadership/teamwork skills?” ”Tell us about a conflict you have had to cope with during your career?”

Selection Schedule Position Selection done by CEO BPO Headquarters VP’s CEO and Headquarters CM HR department of Headquarters RM CM and HR department of HQ FM Country’s own HR department

Cost Outsourcing selection process reduces personnel needs and expenses in HR department By doing the selections right on the first time, time escalation costs are avoided

Validity and Reliability Using all these steps in the process of selection all ”can-do” and ”will-do” factors are assembled and weighed systernatically. So, the final decision can be based on the most reliable and valid information More than one interviewer at supervisory interview leads to more reliable results