Selection Techniques Team 7: Jani Ojala Anu Sipilä Ville Kess Antti Meriluoto

Agenda Selection Criteria Selection Process: Steps Elaborate Selection Process Validity and Reliability Costs Conclusion

Selection Criteria CEO, VP’s –leadership, strategy, communication, teamwork, analytical and language skills Area Managers –communication, interpersonal and functional planning skills, ability to work under pressure

Selection Criteria Facility Manager –Individual and team working abilities, organizing and leadership skills Assistant Facility Managers –readiness to learn, motivation, team working ability

Selection process: steps Application screening

Reviewing of application and resume Lining candidates in order and selecting appropriate applicants Saves time and money in future application process Chance to select qualified applicants

Selection process: steps Application screening Initial interview

Structured interview –will do factors –situational and job sample questions –e.g. Situation - what would you do? Standardized process for equal chance Personal attitude and motivation

Selection process: steps Application screening Initial interview Employment tests

Psychological and honesty test Teamwork ability test Standardized measure of behavior Prediction of job performance

Selection process: steps Application screening Initial interview Employment tests Background investigation

Check references and work history Good citizen (criminal record) Reliability of applicant Personal opinions of applicants acquaintances Deeper understanding of applicant

Selection process: steps Application screening Initial interview Employment tests Background investigation Preliminary selection

Ranking of applicants based on previous processes Select the best candidates for “second” round

Selection process: steps Application screening Initial interview Employment tests Background investigation Preliminary selection Supervisory interview

In depth panel interview, behavioral type questions Present: closest supervisor, consultant and representative of HR department Multiple opinions In depth knowledge about applicants behavior and decision making capabilities

Selection process: steps Application screening Initial interview Employment tests Background investigation Preliminary selection Supervisory interview Medical examination

Test held by professional medical institution –e.g. physical health and drug test Protection against possible later law suits Concern about the welfare of employees

Selection process: steps Initial interview Employment tests Background investigation Supervisory interview Medical examination Preliminary selection Application screening Hiring decision

Final decision that is based on all of the tests and interviews conducted Goal of the whole application process

Initial Selection Process Application Screening Initial Interview Employment Tests Background Investigation Preliminary Selection Supervisory Interview Medical Examination Hiring Decision CEO and VP’s HR UK Outsourced HR UK BPAmoco UK Outsourced

Initial Selection Process Other positions Outsourced BPAmoco Finland Outsourced BPAmoco Finland Application Screening Initial Interview Employment Tests Background Investigation Preliminary Selection Supervisory Interview Medical Examination Hiring Decision

After start-up The selection process conducted entirely by the Finnish HR Department –employment tests, medical examination outsourced BP Amoco UK has the power to hire the CEO and VP’s

Validity and Reliability All of the different steps in the selection process assure that each applicant’s characteristics are correctly evaluated –Correct decision Reliability –More than one interviewer at supervisory interview –Standardization e.g. BPAmoco employment test

Cost Partnership with global consulting agency Outsourcing selection process reduces personnel needs and expenses in HR department Selection methods are designed to reflect the importance of specific position

Conclusion Emphasis on hiring the right employees at the first place Upon the BPAmoco company policy someone from HR department is always involved in hiring process –interview/people knowledge –multiple opinions

Thank you!